Trust is needed
in every aspect of performance in an organization and affects many aspects
ranging from increased productivity, efficient management, job satisfaction,
employee engagement and staff development. However, when there is
organizational change trust becomes the most important aspect of a company to
ensure the change succeeds.
Model the
Behavior You Seek
Nothing speaks
more loudly about the culture of an organization than the leader’s behavior,
which influences employee action and has the potential to drive their results.
If you say teamwork is important, reinforce the point by collaborating across
teams and functions. Give credit when people do great work and you’ll set the
stage for an appreciative culture.
Be
Consistent
Consistently
doing what you say you’ll do builds trust over time – it can’t be something you
do only occasionally. Keeping commitments must be the essence of your behavior,
in all relationships, day after day and year after year.
Listen to
Their Concerns
Leadership is
not a one-way process; you must allow for team members to offer ideas and give
their opinions. Only then will they buy into what you are trying to achieve in
the department and give their best. This will engender higher levels of
communication, making the interactions between you more open and, hence,
building that trust.
Be Honest
and Supportive
Even when it’s
difficult, tell the truth and not just what you think people want to hear.
Understand what employees need to know and communicate facts while being
considerate of their effort and sensitive to their feelings. Showing support
and understanding for your team members, even when mistakes are made. It goes a
long way in building trust as a leader.
Trust must be earned. It comes from conscious effort to walk your talk, keep your promises and align your behavior with your values. Building trust is worth the effort because once trust is lost, it can be very difficult to recover.
No comments:
Post a Comment