I read an article today about Trust which referenced the book by Stephen M. R. Covey titled The Speed of Trust where he states “Trust is the highest form of human motivation. It brings out the very best in people.”
What is Trust?
As humans, we all viscerally understand the feeling of Trust. During our evolution, we had to completely trust that those tasked with guarding the tribe against predators while we slept would remain loyal and alert while protecting us at our most vulnerable. It was also mutually understood that we would do the same in return.
We glibly state that Trust is hard-won and easily lost, however, what is it that creates that bond in the first place? At its most basic, Trust is a mutual understanding that our partners and colleagues will do what they say they will do and that they will not cause harm, or allow it to be caused, to another. On an emotional level, we need to feel certain that our vulnerabilities won’t be used against us. This state is also tied closely to the theory of Psychological Safety.
We are all familiar (even if not completely comfortable) with sharing our vulnerabilities in family and romantic relationships and how the shared journey of life strengthens the emotional bonds, but how can we translate that process into a work situation? How do we, as leaders, encourage vulnerability from and within our teams? What about our wider teams of customers and contractors?
How do we develop Trust within our working relationships?
I am not for one moment suggesting that we should start bringing the minutiae of our personal lives into work or that we should start to encourage oversharing. However, there are times when encouraging your staff to vocalise their vulnerability within a work environment is a huge positive. Examples could include asking for guidance on how to tackle a new task or admitting to being overwhelmed with the current workload and asking for help.
It is also vital that, as managers, we listen without judgement.
Everybody has targets, deadlines, and a variety of external pressures, but we all want a good team. A genuine relationship will ask how each member can contribute to the team’s improvement.
I like to make time for a quick chat over the first mug of tea in the office. For me, this is an ideal way to transition from home to work. We can share successes from our previous evening or the frustrations of our morning routine before a quick overview of what is on our desks for the day ahead.
I would love to hear your opinions on Trust in the workplace and any tips you have for developing it within your own teams. Drop me a comment in the box below.