“Without trust, we don’t truly collaborate; we merely coordinate or, at best, cooperate. It is trust that transforms a group of people into a team” – Stephen Covey
We have all worked in places where the team doesn’t trust the leader.
Where the leader doesn’t trust the team.
It rarely ends well.
So a critical component for any effective leader is the fostering of trust within their working environment.
Trust is the glue that binds the leader to her/his followers and provides the capacity for organizational and leadership success.
Alongside creating a more positive, dynamic and collaborative working environment a high level of trust in leaders has been shown to deliver higher job satisfaction and a greater commitment to the organization.
In “The Neuroscience of Trust” (2017) Professor Paul Zak wrote that:
Compared with people at low-trust companies, people at high-trust companies report:
74% less stress,
106% more energy at work,
50% higher productivity,
13% fewer sick days,
76% more engagement,
29% more satisfaction with their lives,
40% less burnout.
How do you develop trust?
Leading by example with Inclusivity and Authenticity at the core is a good start.
Providing your team with Autonomy, Context and Psychological Safety is equally so.
And of course it takes time.
It’s based on a consistency of behaviours and norms that enable you and your team to build the underlying principles of trust that help you negotiate future challenges together.
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