Teams and companies are only as effective as the level of trust. A recent article paraphrased business consultant, Patrick Lencioni: Build a culture of trust in which employees are encouraged – nay, expected – to voice their concerns, criticisms, and suggestions for improvement sooner rather than later. When silence is no longer an acceptable response and comments are made with respect, then organizational health will follow.
It’s risky but absolutely necessary to go to the next level of effectiveness.
I once served in an organization where the Board insisted on “anonymous” feedback. Fear ruled the culture more than trust, and as the leader, I had to take responsibility for it. Every leader does.
What can you do:
1) Ask Questions like: “I’m not sure which way to go with this. What do you think?” This invites people into the process and shares ownership. This builds trust if it’s asked sincerely and with open ears.
2) Recognize employees who go the extra mile. Send them a personal note; recognize them publicly when their behaviors represent the culture you want to build.
3) Ask for feedback: “What is the one thing I bring to the company that makes a positive difference?” – “What is something I do that detracts from us being more effective?”
This is a great way to get feedback and the more you act on it, the more trust you will build. Remember, everyone is blind to their blindspots. Start with one on one conversations.
When you get to a place of greater trust, you can ask these kinds of questions in a group setting. Ask them for everyone and from everyone. You could even set up a group meeting ahead of time with your front-line leaders who are told they will go first!
This week, how will you build trust with your team? with others?