As Patrice Lencioni mentions in his book 5 dysfunctional of the team, the absence of trust is one of the biggest drawbacks experienced by a team. This becomes even more relevant and important in the virtual context, with everyone working remotely with limited interactions. The lack of face to face conversations increases the risk of miscommunication and reduced inter-personal trust. Thus, it is important for a leader to help build trust among his team members.\u00a0 Presenting 5 leadership hacks to help build trust - A Common Vision Easily said than done?\u00a0Well yes,\u00a0 goal of the company may vary from the goal of an individual but, it is the leader\u2019s responsibility to lead the team towards an unified vision. This can be done using clear mission statements and a focus on a specific purpose. Furthermore, chalking out goals for various functions of the company, in accordance with the same is equally important. Empower Each Role \u2018Gung Ho!\u2019 - A book by Ken Blanchard, talks about the functionality of various teams. He mentions, what\u2019s been called the "Spirit Of The Squirrel.\u201d \u00a0It refers to a mindset that pushes individuals to work hard while keeping the bigger picture in mind. It can be compared to the way squirrels work hard through the long summer days to collect and store food for the upcoming winter.\u00a0 This mindset can push team members to work religiously at their respective roles, thus allowing for a collective diligence and overall productivity. Individual Accountability The book also talks about \u201cthe way of the beaver.\u201d\u00a0Beavers gather different pieces of wood to build a protective dam against predators like coyotes. They are prolific builders and form an essential part of the ecosystem. They further work actively to repair it in case of any intrusion. There is no designated leader in the group but rather each one of them decide for themselves as to what they need to do and get on with it. Similarly, it is important to allow for creative freedom and allow for individual accountability, rather than micromanaging the various functions. Each team can be made autonomous and strengthened by providing a set framework of key goals and values. Let the respective teams figure out how to go about it.\u00a0This can also be made possible by creating a culture that promotes learning\u00a0and psychological safety, one of the most important elements of building an high performance team. However,\u00a0at the same time, it is important to be clear about the various roles and responsibilities.\u00a0 Celebrate Every Accomplishment The third principle in the book is named as \u201cthe gift of the goose.\u201d Often, when a flock of geese is flying to the south during the winter, they can be observed to be honking at each other. This honking continues throughout the entire process, and even after landing. It is said that this is their way of cheering each other. Leaders can do the same by complimenting and celebrating the achievements of their team and every single member. This may not sound like much, but it is proven to make a huge difference. Not only does this habit encourage everyone to do their best, but also allows for healthy competition among team members. Challenge Constantly Even the sweetest dishes can cause harm, if overdone. Thus, a balance is required. It is necessary for the leader to constantly challenge the team members. It is also vital that a leader is aware of the team\u2019s strength and weaknesses. Tough love is the key to enabling sustainable growth while building trust. Conclusion Change is never easy, but with the right leadership it can be made simple and enabled efficiently. I have been given the opportunity to work under really amazing leaders. And, I hope this blog allows you to lead your team more effectively.