The Power of Trust
My son recently asked if he could borrow my car. Skeptical thoughts went through my mind. Will he drive the speed limit? Will he get into an accident? Will he remember to lock the doors? Trusting others, especially our loved ones, is a delicate balance between our fears and our belief in their capabilities. It is a leap of faith that can strengthen relationships and foster personal growth, helping us to build a foundation for mutual respect and future understanding. Once earned and nurtured, trust can pave the way for deeper connections and shared experiences that enrich our lives in ways we could never anticipate.
This concept of trust extends far beyond individual relationships into the realm of teams and organizations. I let my son borrow the car; and just as I entrusted him, employees place their trust in their workplace to prioritize their well-being, development, and professional integrity. In today's complex and interconnected world, fostering a culture of trust within organizations is paramount for promoting collaboration, innovation, and long-term success. When employees feel trusted and supported, they are more likely to engage wholeheartedly in their work, leading to increased productivity, creativity, and a sense of belonging within the organizational ecosystem. Deloitte® Digital conducted a survey and found that trusted companies outperform their peers by up to 400%; and workers who trust their employers are 79% more motivated to work and less likely to leave.
Stephen Covey asserts organizations live and die by trust, either earning a high trust multiplier or a low-trust divisor on performance and the bottom line(https://speedoftrust.com/.) In his book, The Five Dysfunctions of a Team, Patrick Lencioni places trust at the most important foundation of team performance saying that, “Without it, teamwork is all but impossible.” With the evidence to support the positive ROI of high trust within and around an organization, building and maintaining trust is incredibly difficult and elusive.
Here are three reasons developing and maintaining trust is difficult for teams and organizations as well as habits to develop to accelerate the trust-building process.
Unwillingness to Be Vulnerable. Patrick Lencioni defines trust as a willingness to be completely vulnerable with one another – to let down our guard, admit our flaws, and ask for help. I certainly have fears that hold me back from being vulnerable. Can you identify yours in this sample list?
Appearing incompetent,
Not being thought of as a professional,
Looking foolish,
Losing influence,
Fearing disapproval,
Being criticized,
Losing harmony on the team,
Feeling exposed, or
Being perceived as naïve
Leaders and team members can waste valuable time and mental energy concealing weaknesses and mistakes, not asking for help, or assuming the worst about colleagues. Past experiences determine future reactions. If you ever candidly and apologetically revealed to team members your mistakes and were publicly mocked and ridiculed about it, your likely reaction will be to not ever do that again. Imagine what your workplace would be like if vulnerability-based trust existed. Work to develop a team atmosphere where people feel free to share their ideas and exchange information; can be unguarded and genuine with one another; and where asking one another for help and input regarding areas of responsibility is the norm.
Organizational culture. The culture of an organization plays a significant role in building trust. Is organizational information readily shared, or does leadership only share what employees or teams need to know? Do employees learn about important business decisions directly from leaders or from external digital media feeds? Transparency not only builds trust but fosters a sense of unity and collaboration among team members, leading to increased engagement and a shared commitment to organizational goals. Build and maintain trust by developing a habit of sharing information with your team first through your preferred internal communication channel.
High Turnover and Continuous Change. Frequent turnover and constant organizational change disrupt trust. This volatility can erode the sense of stability and reliability that underpins trust, creating a cycle of uncertainty and apprehension among employees who rely on consistency and transparency. Why is turnover high? Make it a priority to investigate high turnover and get to its root cause. While change is inevitable and important for continued business growth and competitiveness, it can be planned for. Develop change management processes to communicate with employees about the transformation and its implications on their roles and the organization. By fostering a culture of open communication and inclusivity throughout the change process, organizations can mitigate the negative effects of uncertainty and build trust by demonstrating a commitment to transparency, support, and employee well-being.
In conclusion, trust forms the bedrock of thriving relationships, whether in personal connections or within the intricate dynamics of teams and organizations. The journey towards building and maintaining trust is not without its challenges, but the rewards of taking this leap of faith are immense, leading to stronger bonds, heightened productivity, and a deep sense of mutual respect and understanding. As you work to cultivate a culture steeped in trust, you pave the way for collaborative innovation, resilient teams, and sustainable success that transcends individual efforts. Embrace trust as a guiding principle, and watch it weave its transformative magic within your interpersonal interactions, team dynamics, and organizational culture. I’d love to hear your comments and feedback.
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At Coker Consulting, I understand the crucial role that trust plays in organizational success. As a trusted consulting firm focused on in enhancing workplace performance, I offer a free one-hour consulting visit to listen and learn about your specific challenges. I’ll work closely with you to identify areas where trust can be bolstered, develop tailored performance solutions, and implement strategies that promote transparency, communication, and employee well-being. Take this opportunity to transform your organization by building a foundation of trust that propels success, collaboration, and long-term growth. Contact me today to schedule your free consultation and embark on a journey towards a more trusting and productive work environment.