Take Your Team to the Next Level of Success with TRUST
Are you and your team expending too much time and energy managing behaviors and awkward interactions within your team?
Are you tired of not having buy-in from your team on crucial strategies and goals needed to grow your business?
Do you and/or your team members have to trouble to hold each other accountable for their behavior and/or productivity?
Can you identify with any of the following?
Do they dread team meetings?
Are they reluctant to think outside the box and embrace new ideas? Do they hesitate in asking for or even offering to help?
Do you have trouble retaining employees or maintain high morale?
TRUST lies at the heart of a functioning, cohesive team. Without TRUST as a foundation successful teamwork is a challenge if even possible.
Unfortunately, the word TRUST is widely expressed in businesses and teams as a core value but not understood in how it can impact leadership and teams if not developed, modeled and maintained
Why is TRUST the most important building block in building and maintaining a strong functioning team? What are the characteristics and demonstrated behaviors of DISTRUST in teams?
What are the critical steps to developing TRUST in teams and leaders?
To help the deﬁnition and application here are 2 different scenarios of TRUST
The colleague TRUSTs that you will produce the weakly report because you always have and continue to do
1. Developing TRUST in your team or in other relationships requires that you are open, honest and Sharing openly about your weaknesses, shortcomings, etc
2. The ﬁrst scenario doesn’t require any risk, the trust was demonstrated in task completion
The second scenario can be seen to require risk, you are opening yourself up and sharing. This can lead to some sense of “What will they think?” “I should know the answers to these questions.”
Members of Teams with an Absence of TRUST or even Distrust demonstrate the following characteristics:
Hide their weaknesses and mistakes from one another
Reluctant to offer help to others out when the work is not part of their responsibility
Creating judgment and assumptions about the intentions of other team members without attempting to clarify what the other team members mean
Fail to recognize and tap into one another’s skills and experiences Hold grudges
So what are the 5 STEPS in BUILDING TRUST?
STEP 1- TRANSPARENCY
Purpose: Make yourself open to others How to Demonstrate: vulnerability
Action: Make yourself open to others by being tuned in to them. Demonstrate 100% present during your conversations.
The more Transparent and vulnerable you are about what is going on will send the signal that “we’re all in this together.”
The ﬁrst step in developing TRUST
STEP 2- RELATIONSHIP
Purpose: Builds and strengthens relationships among team members How to Demonstrate: tell people where they stand
Action: People need to know where they stand, their status in the business, weaknesses and strengths, growth opportunities- on a regular and timely basis.
STEP 3 – UNDERSTANDING
Purpose: to see things from their point of view
How to Demonstrate: stay open-minded, listen, non-judgmental
Action: “Step into other’s shoes” when listening. Show you are understanding what the others are saying or trying to communicate.
STEP 4 – SHARED SUCCESS
Purpose: Reduce your need to always being right
How to Demonstrate: Ask “curious” questions Ask “curious” questions
Action: Create conversations that demonstrate your openness to their ideas, possibilities, and solutions to building success (together) in your business.
STEP 5 – TEST ASSUMPTIONS – BE TRUTHFUL
Purpose: to tell truth with candor and caring – reduce your assumptions (judgment)
How to Demonstrate: by listening closely to determine if you and others are on the same page or are you already down the hall Action: be truthful always.
No one likes to tell the truth when it will hurt someone or make that person look bad, so, we fudge. When the truth surfaces, the
impact is twice as bad as it would have been without the ﬁbs. At all times, Tell the truth— tactfully and within the appropriate context. Context, in this case, does not mean spin. Don’t make a situation sound better than it is, even if you can.
Are you and your team creating a team built on TRUST?
Trust that everyone works together
Trust that in working together the team is stronger and more productive than working as individuals Trust that each team member cares about each other
Trust that as we share the same vision of the future, mutual success is multiplied