The behaviours that inspire and encourage others are not always obvious to those in positions of authority over other individuals, groups, or businesses.
Which way do you lean on this?
A foundation of trust is necessary for any human interaction to flourish.
If this is your opinion as well, it’s probably reasonable to conclude that the relationship between an employer and employee benefits greatly from this approach.
High levels of trust at all levels are often the reason why performance is tracked when measuring employee engagement at top workplaces. Furthermore, trust begins with the individuals you have appointed to positions of leadership.
You simply cannot afford not to have trust, according to a global research consultancy that collaborates with Fortune to carry out an annual analysis of the greatest companies to work for.
According to the survey, 92% of workers think they can trust their managers.
Not every individual in a position of authority over another individual, group, or business knows what actions foster the kind of trust that inspires and encourages others. For those who choose to pursue it, personal growth is an ongoing process. They’ll probably discover on their journey that trust exists only in situations where specific actions are demonstrated regularly.
These are the five things I believe will eventually lead to trust:
1. Believe in your people first.
The conventional wisdom holds that trust must be earned and that once it is lost, it is hard to get back. Nonetheless, in high-achieving work settings, leaders bestow trust—even before it is earned—on their team members. This strategy empowers the group and demonstrates the leader’s faith in their abilities. Studies show that a highly trusted team completes tasks faster and at a lower cost. According to studies, the first step towards developing trust is to have faith in the ability, commitment, and strengths of your team members.
2. Exercise humility in leadership
In his seminal study of Level 5 leadership, Jim Collins, the author of Good to Great, spent a great deal of time studying and writing about humble leaders. Collins claims that Level 5 executives shift their attention from their ego requirements to the more important objective of creating a great business. It’s important to recognize that while Level 5 leaders are highly ambitious and do have egos and self-interest, their goals are primarily for the institution rather than for themselves. Essentially, modest leaders become great without being conceited by moving from ego to humility, which can ultimately be very advantageous for them.
3. Give credit to others
Leaders quickly acquire respect and trust when they put their team members before themselves. When they get credit, employees feel empowered.
4. Pay attention and take in frank criticism
Speaking is only one aspect of effective communication; the other two are listening and comprehending what others are going through. Reputable leaders aggressively solicit feedback from others in order to evaluate the quality of their jobs and their standing in the community.
They could ask, “How am I doing?” or “May I get your thoughts or feedback regarding this approach?”
5. Information exchange
One of the finest methods to maintain open lines of communication and foster trust in others is through information, which is also powerful. The most honest and open leaders convey a feeling of “Hey, we’re all in this together” and discuss their future vision with their staff.
Leaders gain the trust of their people when they put their staff before their clients. The workforce sees the leadership as dependable and responsible for their actions because they are transparent with information sharing, solicit feedback from all organisational levels, and show humility in taking care of their well-being. People feel safe in their presence as a result. Leaders today need to rely on the power of trust rather than just their authority.
(Tashia Bernardus)