Leaders that create a culture of transparency and trust clearly have an aggressive advantage for long-lasting success. Trust is an indispensable ingredient in developing collaborative relationships, winning culture, and high-performance teams. Without trust, you can’t have honest engaged relationships, and without honest engaged relationships, you won’t be a manager, successful leader, team member, salesperson, etc.
When people encounter distrust while at the office, they express their working environment as divisive, threatening, tense, and unproductive. In contrast, individuals report the experience as fun, delightful, creative, inspiring, supportive, and productive when working in a secure environment.
The following are a few quick tips on how you can build the trust that is necessary for great office relationships.
- Acutely state what you are performing and then perform.
- Communicate regularly. Honest, frequent, and open communication builds trust.
- Trust is built minute to minute, one interaction at a time. Make trustworthy and good decisions.
- Trust generates engagement and commitment; commitment fosters teamwork, and teamwork produces results.
- Value permanent relationships more than short-term success and goals.
- Always learn to be honest! Tell the truth and avoid any issues.
- Communicate like an EIC (emotionally intelligent coach). Coach your customers and team members.
- Demonstrate to others you care about them. When your team knows you care about their keen interests as much as your very own, they will undoubtedly trust you.
- Always do the correct thing. We trust those who display integrity.
- Be authentic, transparent, and vulnerable, sharing your faults and mistakes.
Properly listen and check for understanding by positively paraphrasing what you’ve heard. Use a blend of feedback tools to assure everyone has the opportunity for their voice to be heard.
You must talk to and engage in dialogue with your co-workers and employees, giving them the chance to get answers, ask questions, and voice their concerns. Then, apply what your inner stakeholders share for the company’s future actions.
When you and other managers accept your failures as well as victories, employees see you as trustworthy and will accompany you in your journey. You can foster accountability and promote honest dialogue by building in processes that become part of the trust culture. For instance, assess every project (negatives, positives, things to change) or a status report and next steps in every meeting agenda (tracking milestones and deadlines).
Trust indeed must be earned, even when you are on the top. It comes from a calculated effort to keep your promises, walk your talk, and align your practice with your values. Building trust is indeed worth the effort because once trust is gone, it can be very hard to recover.