What trust building activities have you scheduled this week?
"Trust takes years to build, seconds to break, and forever to repair."
Most of us have our weeks planned. Save for ad hoc events and interactions which frequently happen in a business traveling the speed of light, we will follow a flow or schedule which works for us, our organizations and our people. But does it build trust? The answer is, not by itself. Leaders must weave in trust-building activities daily or this essential element of leadership may fade.
Trust is both built and maintained. When people feel psychologically safe, when they believe that their leader will have their back and genuinely care for and listen to them, they will perform at their peak. In Steven M. R. Covey's book, "The Speed of Trust," he posits, "trust functions in every transaction and every relationship—from the most personal to the broadest, most indirect interaction. An intentional and frequent approach to building trust can help you and your organization forego the time-killing, bureaucratic check-and-balance processes that are so often deployed in lieu of actual trust." Check out Chapter 7. Here are some ways you can build trust this week:
Serendipitous collisions in the virtual or live workplace. Following Daniel Coyle's "The Culture Code," approach, create moments or 'collisions' where you can reach out, unannounced and connect with a peer, subordinate and even a superior to catch up on life, what they are doing outside of work, or to offer praise. "I just want to check in and talk about non-work stuff."
Doing as you say. Often leaders say one thing and do another. If you have shared your guidance and beliefs on a subject or a project, follow up with words and activities which best demonstrate your guidance. Find places this week where you can reinforce, in word and deed, what you have stated and directed.
Listen. Look for moments this week where you can engage in active listening. If there are none, contact a person of yours who needs to be heard on something and ask them to talk. Remain quiet and ask pointed questions showing genuine interest. Promote conversation and feedback in meetings.
Leadership requires a greater level of consciousness. Do we know ourselves well enough to tailor our leadership when the situation requires it? Are we listening to understand or listening to respond? When and where in the week ahead can we conduct deliberate trust building activities? Answer these questions as you kick off your week. Better yet, contact me and I'll teach and coach you on how to gain and maintain trust specific to your organization and its people.
Make it Personal!
Rob
Rob Campbell