The Efficiency of Trust
Trust leads to efficiency in any system. Why do I say this?
Because trust increases honest and open communication, which promotes understanding and leads to higher proficiency and/or competence. Voila, efficiency.
Because one of the first things that the extraordinarily efficient Special Air Service (SAS) teaches its recruits is how to trust your 'oppo' (opposite number i.e. the one who hopefully has your back when 'it' hits the fan). The beauty of trust is that you don't have to like each other, you just need to trust that the other person won't let you down, and you will never function optimally as a team if you are constantly second guessing each other.
Because countries that exhibit high inter-personal trust tend to better economically (see above).
Because the vast amount of the financial services industry is built on trust (or lack thereof). One of the main slogans used for touting the incredibly successful Block Chain was that it removed the need for trust. Big words.
Trust oils any situation. It allows people to commit fully and authentically. Trust reduces tension which decreases stress which increases productivity and satisfaction. It reduces friction between people and static cling on woollens. Okay, the last one might not be totally true.
By this time though you are completely convinced by my incredibly compelling argument. So, clearly you are asking yourself now how do I increase trust in my organisation? Well, it's not rocket science. This is my top ten, you may have your own..
- Do what you say you are going to do.
- Treat people with respect. Listen to what people tell you and follow it up if necessary.
- Keep people's personal (legal) secrets in a locked vault that is never opened.
- Don't micro-manage. People hate it..
- Increase people's responsibilities gradually.
- If you can't increase responsibilities gradually then don't throw them in the deep end without support.
- Reward good behaviour. It's not always about money, it can be responsibilities, training or even a kind word.. Most importantly, if they are doing their best, then if they fail, be supportive. Doing this one will get you huge brownie points but remember, it should be unconditional.
- Discourage bad behaviour... If they are not doing their best (i.e. lazy, complacent or negligent) then, when they fail call them on it. Good people trust you more if they see that bad behaviour isn't rewarded.
- Don't consistently (unless you have a good reason) leave the office first or early.
- Remember, you don't have to like people, you just have to give them the opportunity to be trusted (trust but verify).
Hope this helps..
Thanks for sharing Lene Hansen, I agree with Kevin R. Strauss, M.E. Of course, Lencioni’s 5 Dysfunctions of a Team starts with trust for good reason too. On point 9, what if you get in consistently early?!
Nice post and list at the end Lene. If I may add, feeling a true sense of connection, which takes time, greatly supports trust. And in order to connect we need to know, learn and understand each other which we do through sharing who we are with those who matter to us. Just like in special forces, those bonds run far deeper and more personal and that adds significantly to their trust factor.