Sometimes you hear a quote and it just hits you like a ton of obvious! This was the feeling I had when I heard the line “organizations move at the speed of trust”. Let’s unpack to understand why and how this statement is true.
In today’s ever-changing workplace speedy decisions and changes are critical to the success of any organization. You are only as good as your ability to deliver a quality product and to be successful you either need to do it better, or do it for less. You will be unstoppable if you can do it better and for less! However, if you are the one leading the race, someone is chasing you, and they are always looking for a way to do it better and cheaper themselves.
In order to stay in the lead, or in order to get in the lead you need to have a strategy. That strategy likely involves changes, and it also likely has many moving parts, both of these things require trust. If you don’t have a team of people you trust how do you move a project forward? If your people don’t trust you, how do you get them onboard with changes?
This factor for trust is so limiting that it is critical to ensure you have a plan with your leaders, or with yourself on what you do to create an environment and a culture that fosters trust. Only then will you be able to get farther ahead.
Here are 4 techniques I use to build trust with my workplace relationships (they can also work with all relationships… the great thing about trust- its universally needed!).
Do what you say you will
This is the simplest way I believe you can create trust. If you say you will do something, do it. Without being reminded. People are more likely to forgive error then they are to forgive incompletion. Knowing this, create a system for yourself (or let me help you do it) so that you can ensure the simplest things are followed through on. This will go farther then you likely expect!
Give people a chance to show you what they can do!
Too often leaders (and parents) don’t give people the opportunity to demonstrate how amazing they are. When you micro-manage a project, or you only delegate limited tasks, you limit the chance for people to show you how amazing they are. If you don’t give people the opportunity to take on something of importance and value (once they have earned the privilege) then they will feel like you don’t trust them. This level of empowerment needs to be laid out in a way that breeds success, but that also demonstrates a level of risk as well.
With trust, consistency is key. People need to know what to expect in order to be able to execute with confidence. If one day an action or behaviour generates one response and another day it generates a different response, how is trust to be built? This is one of the most important things a leader can do, act consistently and act with intention. Reaction is the nemesis of trust.
Be on their side
One of the easiest ways that we can build trust it to build an emotional connection with employees that allows them to see we are on their side! This is super important with the youngest workers. They have an innate need of feeling safe in order to help create a culture for their success. I suggest you show people you are on their side, by allowing them an opportunity to share what they feel regularly at meetings, creating a safe space for them to provide you with feedback, and also by understanding what is important to them in their lives (and helping them get it).
Creating trust needs to be built into every person’s development plan, but it also needs to be an intentional operational decision as to what trust looks like in your workplace and how will it be strategically attained. When you want to take your companies trust culture to the next level send me a message at firstname.lastname@example.org I would love to be a part of the trust journey with you!