Building trust through ethical project management

🚨 Dear PM Are You Building Trust or Breaking It? Product management isn’t just about creating solutions, there's a major part of it just like in other professions that demands we build trust with every decision we make. I've made research, asked questions and don't forget that product management is already a part of my life and so, I've come to the conclusion that the following ethics are invaluable to us as a professionals: 1. 🔍Put people first Remember, your users are more than just data—they are humans with unique needs. Design with empathy and build products that genuinely serve them. 2. 🔑Keep it 💯 Be clear about how your product works and what users can expect. Confusing fine print and hidden terms erode trust faster than you think! 3. 🔒Protect user data like it’s yours Data privacy isn't optional; it's a must. Implement strong security practices and respect users' data like it’s your own sensitive information. 4. 🌍 Practice inclusion and accessibility Products should be for everyone, not just a select few. Think inclusively to reach more people and create a positive impact. 5. 🚫Ditch your “sharp guy” skills Tricking users into actions they wouldn’t normally take might boost short-term gains, but it comes at the cost of long-term trust and loyalty. 6. ⚖️Make mistakes; Own them Accountability builds credibility. When things go wrong, be transparent and act quickly to correct them. 7. 🌱Think beyond profit Ask yourself: “Is my product making the world a better place?” Strive to create solutions that contribute positively to society. 💬 Your turn What other ethical considerations do you think are essential in product management? Let’s keep the conversation going. Remember: Ethics is not an addition; it’s the foundation of lasting success. Let’s build with purpose, integrity, and trust. 🙌 #ProductManagement #Ethics #Transparency #Inclusion #UserFirst #DataPrivacy #Leadership #BuildingTrust

2 areas effective project managers spend more time on than schedules 👉 Risks 👉 Relationships New PMs think success means keeping a schedule on-track. Timelines? Nailed. Tasks? Checked off. Reports? Flawless. But Senior PMs realize the real work isn't in the schedule. It's in the uncertainty around it. So they don't spend time obsessing over it. Instead they: → ID hidden risks before they become real → Navigate cross-functional politics/team dynamics → Align leadership on priorities when the project shifts → Have tough conversations that others avoid When you're operating at a senior level, you're not just managing a plan. You're managing people, change, AND the unknown. Here's how to shift your focus: ✅ Make risk management a superpower Anyone can report delays. Leaders forecast, mitigate, and build trust. Regularly review risk logs with the team. Escalate early. Offer options, get decisions, and outline/communicate next steps. ✅ Build influence, not just status updates Trust isn't built by having perfect charts or reporting dashboards. It's earned by showing up calm, driving clarity, and making a plan when things go sideways. Proactively meet with stakeholders and share what MATTERs. Connect project risks to business impact and get leadership alignment. ✅ Focus on relationships that move the work forward You can't "task manage" you way to success in complex projects. You need people aligned, informed, and empowered. Invest in 1:1s. Understand what stakeholders really care about. Don't chase, connect. Timelines don't get you promoted. Trust does. Prioritize risk management and relationships to succeed in your projects and get you where you want to go next. 🤙

Leaders launching programs without trust are building dream homes on unstable ground. Trust forms the solid foundation that makes all other leadership efforts possible. Without it, every program—no matter how innovative—collapses under pressure. Think of trust as your organization's shock absorber. When market conditions shift, strategies pivot, or difficult decisions arise, trust ensures your team adapts rather than fractures. Without established trust, even your best initiatives quickly lose credibility: • An innovative employee-experience project feels superficial. • Conscious leadership training is dismissed as performative. • New DEI efforts are viewed cynically as compliance exercises. Building trust doesn't require complex theories—just consistent, predictable actions: • Clearly outline what's coming next quarter, and then deliver exactly as promised. • Regularly communicate updates, maintaining transparency even during quiet periods. • Address unavoidable changes openly, providing clear context and sufficient notice. I've seen this approach succeed repeatedly. One executive team facing significant distrust after leadership turnover made three clear promises for Q1. They met each commitment exactly as promised and communicated the results transparently. Within two quarters, their trust metrics improved by 12%. Start simply: Commit to one concrete action your team can count on in the next month—and follow through precisely. Invest first in trust. Every other initiative depends entirely upon it.

Why is the role of a Project Manager so often misunderstood? Too often, it’s seen as just managing budgets, schedules, and contracts. While technical execution is critical, it’s only part of the job. The real challenge, and where projects often succeed or fail, is in managing people, expectations, and relationships. As PMs, we’re aligning teams, navigating conflict, and communicating across stakeholders with competing priorities. That’s where the real leadership happens. One of the most important lessons I’ve learned is this: Every mistake anyone on my team has made is interesting, because it’s my fault. I hired them. I set the expectations. I built the structure. That shift in mindset changed the way I lead, for the better. It’s easy to look good when everything is running smoothly. But show me how you lead when things go sideways, that’s what defines you. Most people are peacetime generals. I’m looking for wartime generals. That’s why I’ve leaned into what I call the PR Principles—Project Relationship Principles—inspired by Dale Carnegie’s timeless ideas and sharpened by field experience: 1. Make people feel seen, heard, and valued 2. Lead with clarity and consistency 3. Stay solution-focused under pressure 4. Recognize contributions at every level 5. Build the team, not just the timeline Strong teams and healthy project cultures aren’t accidental, they’re the result of intentional leadership. When you combine technical execution with emotional intelligence, you don’t just deliver projects. You build momentum, loyalty, and trust that lasts beyond the job.

I once worked with a team that was, quite frankly, toxic. The same two team members routinely derailed meeting agendas. Eye-rolling was a primary form of communication. Side conversations overtook the official discussion. Most members had disengaged, emotionally checking out while physically present. Trust was nonexistent. This wasn't just unpleasant—it was preventing meaningful work from happening. The transformation began with a deceptively simple intervention: establishing clear community agreements. Not generic "respect each other" platitudes, but specific behavioral norms with concrete descriptions of what they looked like in practice. The team agreed to norms like "Listen to understand," "Speak your truth without blame or judgment," and "Be unattached to outcome." For each norm, we articulated exactly what it looked like in action, providing language and behaviors everyone could recognize. More importantly, we implemented structures to uphold these agreements. A "process observer" role was established, rotating among team members, with the explicit responsibility to name when norms were being upheld or broken during meetings. Initially, this felt awkward. When the process observer first said, "I notice we're interrupting each other, which doesn't align with our agreement to listen fully," the room went silent. But within weeks, team members began to self-regulate, sometimes even catching themselves mid-sentence. Trust didn't build overnight. It grew through consistent small actions that demonstrated reliability and integrity—keeping commitments, following through on tasks, acknowledging mistakes. Meeting time was protected and focused on meaningful work rather than administrative tasks that could be handled via email. The team began to practice active listening techniques, learning to paraphrase each other's ideas before responding. This simple practice dramatically shifted the quality of conversation. One team member later told me, "For the first time, I felt like people were actually trying to understand my perspective rather than waiting for their turn to speak." Six months later, the transformation was remarkable. The same team that once couldn't agree on a meeting agenda was collaboratively designing innovative approaches to their work. Conflicts still emerged, but they were about ideas rather than personalities, and they led to better solutions rather than deeper divisions. The lesson was clear: trust doesn't simply happen through team-building exercises or shared experiences. It must be intentionally cultivated through concrete practices, consistently upheld, and regularly reflected upon. Share one trust-building practice that's worked well in your team experience. P.S. If you’re a leader, I recommend checking out my free challenge: The Resilient Leader: 28 Days to Thrive in Uncertainty  https://lnkd.in/gxBnKQ8n

We spend so much time talking about timelines, budgets, and cutting-edge tools in construction. But there’s something we rarely talk about: people. Yes, the human element—the most unpredictable, yet most critical, factor in every project. Think about it: A delayed schedule. A failed contract. A tech rollout gone wrong. What’s usually to blame? Not the tools. Not the workflows. It’s misaligned expectations, poor communication, or a lack of trust—between people. Here’s the truth: Your greatest project management tool is prioritizing people. Why? 1️⃣ Every project is built on relationships. From subcontractors to clients, trust and collaboration are the foundation for delivering results on time and within budget. 2️⃣ Technical problems are often people problems in disguise. Unclear instructions, unspoken concerns, or competing priorities can create what looks like a technical issue. 3️⃣ Empathy builds better teams. When you take the time to understand the people you’re working with, you’re not just solving problems—you’re preventing them. So, how do we put people first in an industry fueled by technical complexity? ✅ Communicate proactively. Updates should be early, concise, and specific. And don’t forget to listen. ✅ Build trust through transparency. Be honest—even when the news isn’t good. ✅ Adapt to your audience. Not everyone needs a detailed Gantt chart; tailor communication to what matters to them. ✅ Celebrate contributions. Recognize the schedulers, site managers, and unsung heroes who make it all possible. Because at the end of the day, it’s the people who make projects successful.

Trust is not something you have, but something you do. 6 proven ways to build unshakeable trust with your team, TODAY: (Sample situations and scripts are included) 1. Say what you do. Minimize surprises. ➜Why: Consistency in communication ensures everyone is on the same page, reducing uncertainties and building reliability. ➜Situation: After a meeting, promptly send out a summary of what was agreed upon, including the next steps, owners, and deadlines. ➜Script: "Thank you for the productive meeting. As discussed, here are our next steps with respective owners and deadlines. Please review and let me know if any clarifications are needed." 2. Do what you say. Deliver on commitments. ➜Why: Keeping your word demonstrates dependability and earns you respect and trust. ➜Situation: Regularly update stakeholders on the project's progress. Send out a report showing the project is on track, and proactively communicate any potential risks. ➜Script: "Here's the latest project update. We're on track with our milestones. I've also identified some potential risks and our mitigation strategies." 3. Extend the bridge of trust. Assume good intent. ➜Why: Trust grows in a culture of understanding and empathy. Giving others the benefit of the doubt fosters a supportive and trusting environment. ➜Situation: If a team member misses an important meeting, approach them with concern and understanding instead of jumping to conclusions. ➜Script: "I noticed you weren’t at today’s meeting, [Name]. I hope everything is okay. We discussed [key topics]. Let me know if you need a recap or if there's anything you want to discuss or add." 4. Be transparent in communication, decision-making, and admitting mistakes. ➜Why: Honesty in sharing information and rationale behind decisions strengthens trust. ➜Situation: Be clear about the reasoning behind key decisions, especially in high-stakes situations. ➜Script: "I want everyone to understand why we made this decision. Here are the factors we considered and how they align with our objectives..." 5. Champion inclusivity. Engage and value all voices. ➜Why: Inclusivity ensures a sense of belonging and respect, which is foundational for trust. ➜Situation: Encourage diverse viewpoints in team discussions, ensuring everyone feels their input is valued and heard. ➜Script: Example Script: "I'd really like to hear your thoughts on this, [Name]. Your perspective is important to our team." 6. Be generous. Care for others. ➜Why: Offering support and resources to others without expecting anything in return cultivates a culture of mutual trust and respect. ➜Situation: Proactively offer assistance or share insights to help your colleagues. ➜Script: "I see you’re working on [project/task]. I have some resources from a similar project I worked on that might be helpful for you." PS: Trust Is Hard-Earned, Easily Lost, Difficult To Reestablish...Yet Absolutely Foundational. Image Credit: BetterUp . com

𝗧𝗵𝗲 𝗠𝘆𝘁𝗵 𝗼𝗳 𝗤𝘂𝗶𝗰𝗸 𝗙𝗶𝘅𝗲𝘀: 𝗪𝗵𝘆 𝗥𝗲𝗮𝗹 𝗖𝗵𝗮𝗻𝗴𝗲 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁 𝗥𝗲𝗾𝘂𝗶𝗿𝗲𝘀 𝗮 𝗙𝗼𝘂𝗻𝗱𝗮𝘁𝗶𝗼𝗻 𝗼𝗳 𝗧𝗿𝘂𝘀𝘁 𝗮𝗻𝗱 𝗘𝗺𝗽𝗮𝘁𝗵𝘆 🤝 Ever been tempted by a quick fix? It’s alluring, right? But here's the hard truth: 𝙇𝙖𝙨𝙩𝙞𝙣𝙜 𝙩𝙧𝙖𝙣𝙨𝙛𝙤𝙧𝙢𝙖𝙩𝙞𝙤𝙣 𝙙𝙤𝙚𝙨𝙣'𝙩 𝙘𝙤𝙢𝙚 𝙛𝙧𝙤𝙢 𝙤𝙣𝙚-𝙨𝙞𝙯𝙚-𝙛𝙞𝙩𝙨-𝙖𝙡𝙡 𝙨𝙤𝙡𝙪𝙩𝙞𝙤𝙣𝙨. 𝙄𝙩 𝙘𝙤𝙢𝙚𝙨 𝙛𝙧𝙤𝙢 🆃🆁🆄🆂🆃 ͟𝙖͟𝙣͟𝙙͟ ͟🅴🅼🅿🅰🆃🅷🆈. At Bee’z Consulting, we’ve seen this time and again. Organizations often look for rapid turnarounds, but real change is much deeper. Here’s why 𝘁𝗿𝘂𝘀𝘁 𝗮𝗻𝗱 𝗲𝗺𝗽𝗮𝘁𝗵𝘆 𝗮𝗿𝗲 𝘁𝗵𝗲 𝗽𝗶𝗹𝗹𝗮𝗿𝘀 𝗼𝗳 𝘁𝗿𝘂𝗲 𝗰𝗵𝗮𝗻𝗴𝗲 𝗺𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁: → Trust builds a safe environment for 𝘰𝘱𝘦𝘯 𝘤𝘰𝘮𝘮𝘶𝘯𝘪𝘤𝘢𝘵𝘪𝘰𝘯. 🗣️ → Employees feel valued and understood, leading to 𝘨𝘳𝘦𝘢𝘵𝘦𝘳 𝘣𝘶𝘺-𝘪𝘯. 💡 → Empathy fosters 𝘨𝘦𝘯𝘶𝘪𝘯𝘦 𝘤𝘰𝘯𝘯𝘦𝘤𝘵𝘪𝘰𝘯𝘴, essential for navigating tough transitions. 🤗 Our recent work with BOBST’s IT transformation is a testament to this approach. Instead of opting for quick fixes, we took the time to understand BOBST’s unique challenges and the complexities of their IT landscape. By building a foundation of trust and fostering empathetic connections, we were able to guide the organization through a significant transformation. 🆃🅷🅴 🆁🅴🆂🆄🅻🆃? - BOBST successfully navigated its IT transformation, - breaking down silos - and driving progress forward. This wasn't just about implementing new technology—it was about ensuring that the entire team felt supported, understood, and engaged throughout the process. This is 𝘁͟𝗵͟𝗲͟ ͟𝗸͟𝗶͟𝗻͟𝗱͟ ͟𝗼͟𝗳͟ ͟𝘁͟𝗿͟𝗮͟𝗻͟𝘀͟𝗳͟𝗼͟𝗿͟𝗺͟𝗮͟𝘁͟𝗶͟𝗼͟𝗻͟ ͟𝘁͟𝗵͟𝗮͟𝘁͟ ͟𝗹͟𝗮͟𝘀͟𝘁͟𝘀͟. Here’s how you can start building this foundation in your organization today: 𝟭. 𝗟͟𝗶͟𝘀͟𝘁͟𝗲͟𝗻͟ ͟𝗔͟𝗰͟𝘁͟𝗶͟𝘃͟𝗲͟𝗹͟𝘆͟ 👉 Host regular open forums where employees can voice concerns and ideas. 𝟮. 𝗖͟𝗼͟𝗺͟𝗺͟𝘂͟𝗻͟𝗶͟𝗰͟𝗮͟𝘁͟𝗲͟ ͟𝗧͟𝗿͟𝗮͟𝗻͟𝘀͟𝗽͟𝗮͟𝗿͟𝗲͟𝗻͟𝘁͟𝗹͟𝘆͟ 👉 Share not just the 'what' but the 'why' behind decisions. 𝟯. 𝗦͟𝗵͟𝗼͟𝘄͟ ͟𝗘͟𝗺͟𝗽͟𝗮͟𝘁͟𝗵͟𝘆͟ 👉Walk in your team's shoes. Understand their daily struggles. 𝟰. 𝗥͟𝗲͟𝗰͟𝗼͟𝗴͟𝗻͟𝗶͟𝘇͟𝗲͟ ͟𝗘͟𝗳͟𝗳͟𝗼͟𝗿͟𝘁͟𝘀͟ 👉 Celebrate small wins to build momentum and morale. 🎉 🆃🆁🅰🅽🆂🅵🅾🆁🅼🅰🆃🅸🅾🅽 🅸🆂 🅰 🅹🅾🆄🆁🅽🅴🆈⊡ It’s not about quick fixes but sustainable progress. Ready to build a foundation of trust and empathy in your organization? Let’s create meaningful change together. 🌟 🤙 Contact us if you want to exchange on your challenges and opportunities: Link in comment 👇 Like, comment, share, or follow for more insights on effective change management!

In my experience, trust isn’t just given, it’s earned through consistent, intentional actions. Trust is the bedrock of any high-performing team, and without it, collaboration and innovation suffer. Here are some key behaviors that build trust in action: 📣 Deliver on Promises: Always follow through on your commitments. Reliability and consistency in meeting deadlines and fulfilling obligations show your team they can count on you. 📣 Communicate Transparently: Open and honest communication fosters trust. Share information freely, admit mistakes, and keep your team informed about changes and decisions. 📣 Show Empathy: Understand and respect your colleagues' perspectives and emotions. Being genuinely empathetic and supportive strengthens relationships and builds trust. 📣 Give Credit Where It’s Due: Recognize and celebrate the contributions and achievements of others. Acknowledging the hard work and successes of your team members builds a culture of trust and mutual respect. 📣 Be Authentic: Be yourself and show vulnerability. Authenticity helps others see you as trustworthy and relatable, fostering deeper connections. 📣 Listen Actively: Truly listen to what others have to say without interrupting or judging. Active listening demonstrates respect and shows that you value their input. 📣 Maintain Integrity: Always act ethically and stand by your principles, even when it’s difficult. Integrity is a cornerstone of trust. What behaviors have you found most effective in building trust within your team? Share your experiences and insights below! ---------- Hey, I'm Kevin, I am the founder of KEVRA: The Culture Company and provide daily posts and insights to help transform organizational culture and leadership. ➡️ Follow for more ♻️ Repost to share with others (or save for later) 🔗 Visit kevraconsulting.com to learn more

Building mastery over project management tools isn’t enough. You’ll need more than just tools to deliver successful projects. When I first started in project management, my primary focus was driving projects faster. I was constantly on top of things, often: → Pressuring the team to get things done → Giving orders instead of guiding → Relying on Gantt charts over real conversations My projects were not doing well. The team was constantly in firefighting mode. Some days felt extremely chaotic. Why? Here’s a secret I learned over time. Great project management is about empowering the team, not enforcing processes. After 14+ years in the field, I’ve learned that the best project managers: Prioritize People Over Tools ↳ Success isn’t just in the process, it’s in the people who make it happen. Encourage Individual Growth ↳ When we guide, we help team members grow, so they bring their best selves to work. Build Trust Through Transparency ↳ Clear communication fosters new ideas and lasting trust. Here are three reasons to put people first: Empowering Teams Beats Micromanaging ↳ Micromanagement kills motivation, empowerment boosts innovation. Engagement Drives Results ↳ Teams that feel valued often go above and beyond. Transparent Communication Fosters Creativity ↳ When people feel heard, they bring fresh ideas and trust to the table. Tools and tech will keep evolving, but people will stay forever. It’s only the motivated people who will drive a project to success. Now, you decide what’s more important to you. ------------------------------------------------------------------------------------ 👋Hi, I’m Tapan Borah I coach and mentor aspiring Project Managers to build a successful career in project management. If you’re unsure where to start. DM me or book a free consultation → Link is in the bio.