How can leaders build trust
How can leaders build trust?
If there’s a need to compare, you will find that organizations with a trust culture perform much better than their counterparts where there is little or no trust. Trust, along with an understanding of the processes of an organization, goes a long way toward improving lives.
Researchers uncovered the eight building blocks of trust, and leaders in different industries can use this discovery to increase confidence and consequently get better results.
Every good relationship is built on trust.
Trust was highlighted on five levels in Stephen Covey’s “The Speed of Trust.”
· Self-trust, which speaks to our credibility
· Relationship trust, which focuses on our relationship with others
Organizational trust focuses on ensuring that the systems and structures are well aligned with the beliefs and culture,
and market trust is the business’s reputation.
Societal trust is built on our intent to give back to our community.
There are several ways to establish trust in a work environment. Credibility and honesty are the primary focus. The ability to “walk the talk” makes a person trustworthy.
The office is more or less a second home to people who work there, and that is how it is for even employees. Going by this analogy, you must understand that nobody likes to have a needy parent or parents who try to set their expectations unrealistically. More so, they want parents who can show support, trust, and respect and will reciprocate in return.
Likewise, everyone wants to work in a supportive environment. Employees will not be enthusiastic if they don't trust their employers to do all they can to move the team forward. If this is the case in any business environment, the business suffers.
There are specific questions leaders should answer, including:
Do all my team members trust one another?
Do they have the spirit of winning together or the heart of “if you lose, I look better”?
How often do they bring forth meaningful contributions and have others discuss them constructively and productively?
Building the team should be your aim as the leader of that team, and here are five tips that can help you with this:
Make people Know You Are For Them
From experience with just about anything, when people start feeling like they have an ulterior motive, they become extra careful and refuse to commit fully to the task.
On the other hand, if they trust that your intentions are good and that you would not lead them astray intentionally, they will at least give you the benefit of the doubt, and even if they may not wholly agree with your idea or approach, they will approach it with an open mind and give it a fair shot.
To convince people you have their best interests at heart, you have to listen to them, spend time with them, and show them respect as much as you want them to do in return.
Learn and practice how to be “for people” and ensure they know and understand you are for them. You can correct that if they do not believe you have their interests at heart. This is a very effective way of getting them to understand your intentions for the business.
1. Give your trust to get trust.
To repay a gesture of trust and respect, some people will move mountains if they have to.
2. Be clear.
Clarity is one of the characteristics of a good leader that rarely gets noticed. When talking to team members, they are unambiguous in their words. They communicate the organization's and project's purpose and mission as clearly as possible so there are no assumptions or misunderstandings among team members. They set goals and activities to be as straightforward as possible.
A good leader, for instance, can charge a team member to be more active on social media and engage audiences through contests so they can achieve better campaign results in the next couple of months, as opposed to a leader who will say, I need you to improve the results of this campaign”.
3. Bring Proof
Analytical thinkers require that you provide logic, data, and research because this is how you can build their confidence in you, thus leading to their trusting you. Delivering factual statements and findings to team members cannot be overemphasized.
4. Always match your words with your actions
Don’t just talk; do! You must ensure you reach the “do” with your “tell.” If you fall short here, your credibility will suffer, and in case you did not know, every team member is keeping score.
5. Give and accept feedback
As a leader, you have to understand the importance of feedback. It would be best to let your employees know what they are doing right and where you need them to improve. Ensure your feedback is objective and constructive.
Note that this is not a one-way street. Please encourage them to give you feedback as well. Some will suggest team-building sessions; others will offer you to show up in their office occasionally. Don’t ever take offense at what you’re told. You want them to be able to express themselves; that is the only way your business can grow.
6. Create a non-confrontational atmosphere
A hard-charging, competitive manager can erode trust if your team has people who respond more to a genial mode of assertiveness. Try to reach a consensus with every team member.
7. Show your vulnerabilities.
Own your mistakes. If you must ask for feedback about your performance, you must be ready to do something about the negatives you hear. In the end, I appreciate the team members who provided constructive criticism.
8. A truthteller will create a culture of openness.
Create an environment where people feel it’s okay to make mistakes and learn from them. You shouldn’t be in the business of trading or sharing blame. No matter what goes wrong, your reaction should be to do what you must to improve things. Create an environment where people own up to their mistakes and see how they should avoid them in the future.
9. A truthteller eliminates barricades.
It is your responsibility as a leader to remove everything that will prevent people from performing at their best. Try to make your employees work smarter, not harder. Remove as many obstacles as you can from the minds of your employees and encourage them to embrace the reality of the situation around them.
You cannot be an effective leader if you think about your work without integrity. Why?
1. Trust depends on integrity.
People don’t trust others who don’t keep their word. They may try to give you the benefit of the doubt for a while, but it is only a matter of time before they doubt you entirely and start to disbelieve the entire process.
2. Influence depends on trust.
This is perfectly demonstrated in the media and politics. Influences from people who are not trusted are rebuffed, even when they should be considered. People have to charge you to follow you.
3. Impact depends on influence.
You have to convince people to adjust their behavior to get the impact or result you want, and there is no way you can get people to change their behavior without having the ability to influence them.
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