How do you earn the trust of your team? That’s a question that’s often asked.
A question for which there’s no one-size-fits-all answer.
Are you a leader of a team? Then there are several factors that increase your team’s trust in you. One of the most important skills of an effective leader is building trust. Building a safe environment where employees can perform optimally. One of the biggest mistakes leaders can make is thinking that there is trust based on their title (as a director). It must be earned.
Victor had been a leader for years and was appointed in a small organization with a young and well-coordinated team. Most team members were action-oriented and quick-witted.
Victor was used to carefully considering his affairs and had difficulty with the speed of his team. After Victor reacted fiercely to comments from his team a few times and didn’t engage, the tone was set.
When there is a lack of trust among employees, they don’t feel safe, and fear arises. Fear, because their leader is unpredictable.
“In football, you pass the ball to a player who you trust is better positioned to score. You don’t pass it to someone whose competence or intention you don’t trust.” – Brian Bacon
The good news is that trust can be regained. It takes time, but consistently working on certain qualities will pay off.
Below are the most important ones:
1. Connection
Trust is all about connecting.
And connecting means truly listening, attentively. It means that when one of your employees is speaking, you’re not busy with your notes, not avoiding eye contact, or not thinking about your next question.
People immediately feel whether your attention is there or not. You connect by asking questions, lots of open-ended questions. This not only helps you get to know your people better, but also helps them think even more about their choices.
And show gratitude, a quality often forgotten. Grateful people complain less, judge less.
2. Show Yourself
Show yourself in an honest and modest way.
This also includes being able to admit your own mistakes. Show that you – like your employees – are also human, also have feelings, also make mistakes.
3. Consistency
Be consistent: do what you said you would do. Time and again.
That builds trust. Often, it’s the little things, when done consistently, that make the biggest difference.
4. Openness to Learning
Are you open to learning? Do you have a curious attitude? Do you read and listen with the purpose of learning something?
For me, it’s logical, but I still notice with many leaders that they think they already know “it.”
Then development, growth stops. An open and interested attitude gives confidence to the environment.
Did you know that Richard Branson (serial entrepreneur) always carries a notebook with him? Because he assumes he can learn something from everyone he meets.
5. Clarity and Transparency
Employees like clarity.
Uncertainty leads to insecurity. Are the mission, vision, objectives, expectations, and daily activities clear to everyone?
This may seem like stating the obvious, but I often experience that this is not clear to everyone (but it is to the leader).
6. Respect
You don’t have to agree with someone’s behavior (that requires feedback), but you can respect someone else’s worldview.
An employee may be good at their job, but have a very different approach to life than you as a leader and communicate very differently.
People don’t do wrong things. People try to do their best, seen from their view of the world. And no worldview is the same. So you can hardly fully understand the other person.
Is your basic attitude one of respect? If so, then you are also willing to adjust your communication to that of the other person.
For example, an employee may need time to process your fast talking and formulate a response.
Do you adjust? If you have the willingness to also speak more slowly, then this employee feels understood. And thus, feels trusted.
7. Compassion
Compassion towards our employees is the ability to feel involved in their pain and suffering. Without feeling sorry for them, without going along with it.
Do your people feel safe, so they share with you what’s going on in their lives? Are you there for them?
Trust is one of the 7 steps to Golden Leadership.
Want to read more?
Read my new book “Mijn beste team ooit! In 7 stappen naar Golden Leadership”, you can order it here.
I’d love to hear your comments on this blog or call me at 0343 – 476743.
