"We chose Kristi because she had substantial experience with lawyers, and she really understands how we tick...She was the perfect person for us."
John Montgomery, Attorney & Founding Partner
Montgomery & Hansen LLP
Teams must pay attention to outcome-based results, and ensure all members are doing their part.
Teams that hold each other accountable are more productive & successful.
Commitment from team members is one of the building blocks of effective teams.
Kristi posts to her site about once a month, but frequently more often. She also appears as a featured contributer on select other sites. If you would like to be notified when new blogs are posted, please subscribe to our newsletter.
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(posted: July 31st, 2012)
Building trust is one of the most critical challenges facing our society today.
It is what we as leaders should all be about.
"We are in a crisis of trust."
It affects us on all levels: societal, institutional, organizational, relational, and personal. And It has a perpetuating effect - Lack of trust begets an even greater lack of trust.
The number one reason people leave their jobs is a bad relationship with their boss.
In my years of work with 360-degree assessments I have found that the question, "Do you trust your boss?" is one that elicits true concern from employees.
This is the one question that is more predictive of team and organizational performance than any other question we ask. Trust is the glue that bonds great people, processes, and environments; it ensures long-term success. In life and in business, relationships are important, but they are empty unless they are established with trust and based on trust.
"Trust is the fundamental building block for a brand and it is the glue for any lasting relationship"
Horst H. Schultz
There are 10 primary drivers of employee engagement. Trust people have in their leader is the #1 driver. When the employees trust an organization's leaders, and the leaders create a culture of trust, everyone becomes trustworthy and then people can operate synergistically and non-defensively.
Trust enables employees to work quickly and efficiently to achieve great results for their employers.
Trust and engagement are twin engines; as you increase trust it drives engagement. Together, the two forces create a positive, upward cycle.
Trust is the root driver of engagement.
If people don't trust you, they won't engage no matter how many other drivers are working. Employees need to trust that you have their best interests in mind.
When you move the needle into the green on trust, you will increase engagement.
"No quality or characteristic is more important than trust. It is the foundation for building a team."
First, as always, start with yourself:
In my presentations, I often ask audiences to consider the question, "Who do you trust?" A friend? A work associate? Your boss?
Then I ask them, "Who trusts you?"
It is about our willingness to be vulnerable, our credibility, and behavior. Do what you say you will do, and follow through with actions. Make a commitment and keep it.
"If you think the problem is out there, that very thought is the problem."
Has your team built a high-trust culture?
Trust is tangible, measurable, and most importantly, something that we can build more easily than we think.
"I am convinced that in every situation, nothing is as fast as the speed of trust. And, contrary to popular belief, trust is something you can do something about. In fact, you can get good at creating it."
It is possible not only to build trust, but also to restore it. I have seen it done over and over again. Obviously, there are some circumstances in which trust has truly been damaged beyond repair or where others may not give us a chance to restore it, but I am convinced that for most of us, these circumstances are few.
I believe our ability to restore trust is much, much greater than we think.
"The best time to plant a tree is twenty years ago. The second best time is today."
Trust is at the heart of a functioning, cohesive team.
Patrick Lencioni's organization has an incredible assessment that I have very effectively utilized to help companies learn to use the Five Dysfunctions to transform their organizations. If you are interested in learning more, please Contact Me and let me know any way I can further assist you with your interests and questions.
This blog post was originally published at www.linked2leadership.com.