Leaders Earn Trust By Doing This Thing
Managers in the workplace have their unique role to play with a number of responsibilities. However, these responsibilities evolve continuously. So, they must have a high-performance mindset while creating a culture. Its foundation promotes competitiveness along with teamwork. It drives this for the betterment of a healthier organisation. Besides this, managers must always stay active and should be strong in the business. And the most important is they must Earn trust from their colleagues. This, in turn, inspires the team unity and collaboration that is focused on the fundamental principles of loyalty, communication and transparency.
The best managers are proactive in addressing the needs of their team. They go out of their way to be creative and find new ways to uniquely motivate each member of the team. They are always aware of moods, mindset, attitude, and engagement levels. The best managers are the ones who “take one for the team” and can quickly turn around times of duress into rewarding opportunities.
But in the end, it is the level of trust you have with your manager that makes or breaks the team. Your performance and the developmental journey within the organisation will also be considered. A bad manager can make or break your career. Equally, if a manager is ineffective at earning trust – the lack of team performance will speak for itself and turnover will become increasingly apparent. If you are an ineffective manager who has trouble earning trust, can’t hide for long.
Some companies have statements like “respect individuals,” “our people are our point of difference,” or “value our and all people” as part of their mission statements. These statements bring up the trust of the organisation to a high level.
That’s because trust like a real apology isn’t so simple. Saying, “I trust you” in an environment that is judgmental and lacks value and respect for people sounds a lot like saying “I’m sorry” without accepting any accountability for whatever you did.
Trust comes from actions that you take but it must be felt by others in order to resonate. So why do so many leaders not understand this about their people?
Because they aren’t listening. They don’t understand that when it comes to trust. So respect of ‘who they are’ is more important than ‘recognition’.
Nowadays, people want to be heard and want to be part of a workplace. It should allow them to be their authentic selves. This is one that supports their efforts to be more purposeful, responsible, and accountable.
As a result, many organisations have encouraged their employees to freely speak up, be bold and engage in courageous conversations. While these are well-intentioned efforts, they can only be successfully implemented within a workplace culture that can authentically create a safe environment to speak-up. Here, leadership is open-minded to allow their employees to influence their decisions. Even fresh perspectives are welcomed and acted upon.
That’s not easy to do, especially in overly metric-driven business climates. Here, it values execution over thinking more and differently.
Thus, the most important and effective way to Earn trust quickly is to be a strong communicator. They must speak authentically and listen as others do the same. Finally, great communication uses the diversity of thought to break down departmental silos. It even creates interdependency between people thus building strong workplace alliances. The diversity of thought is about being inclusive. This means that everyone listens to each other and values individual differences. So everyone contributes and believes that they can achieve. It improves relationships and creates an effective groupthink environment. This will further promote teamwork and consensus.
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