Leaders: Trust Can Change Everything
Building trust is one of the most critical challenges facing our society today.
It is what we as leaders should all be about.
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.
What Drives Employees Away?
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.
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.
Implementing Trust and Engagement
Trust and engagement are twin engines; as you increase trust it drives engagement. Together, the two forces create a positive, upward cycle.
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.
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?"
According to Patrick Lencioni's fabulous book, "The Five Dysfunctions of a Team," the definitions of trust include:
Trust Starts with 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.
Has your team built a high-trust culture?
Build it Yourself
Trust is tangible, measurable, and most importantly, something that we can build more easily than we think.
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.
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.
How would you rate yourself on these behaviors? How would your team rate you? Are you believable? Are you credible? Are you someone your people can trust? Are you someone you can trust? Has your team built a high-trust culture? When are you going to start, and what are the first steps you are going to take?
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