Trust: The Cornerstone of Your Company Culture
Employees are your greatest asset. But how do you unlock their full potential? The answer lies in trust. A Harvard Business Review article, "The Neuroscience of Trust," delves into the science behind trust in the workplace . It reveals that trust creates a happier, more productive workforce, and outlines steps managers can take to build it.
However, many organizations struggle to translate those steps into action. Let's examine some internal behaviors that either cultivate trust or chip away at it:
Building Trust:
Recognition and Empowerment: Publicly acknowledge achievements and delegate tasks with achievable goals. This shows you value your employees' skills and trust them to deliver.
Open Communication: Share information openly and transparently. Don't micromanage. This fosters collaboration and a sense of shared purpose.
Building Relationships: Invest time in getting to know your employees. Show genuine interest in their lives and well-being. This creates a sense of community and belonging.
Vulnerability: Leaders who share their own challenges and mistakes create a space for open communication and build trust with their teams.
Breaking Trust:
Micromanagement: Constant oversight shows a lack of trust in your team's abilities. This stifles creativity and initiative.
Dishonesty: Withholding information or being misleading erodes trust faster than anything.
Favoritism: Playing favorites creates a culture of suspicion and resentment among employees.
Unrealistic Expectations: Setting impossible goals or constantly moving the target post demotivates your team.
The Coaching Connection:
So, how can you bridge the gap between what you say you want from your employees and what your internal behaviors actually communicate? This is where coaching comes in.
A coach can help leaders:
Identify blind spots: Uncover unconscious behaviors that might be undermining trust.
Develop trust-building strategies: Refine communication skills and leadership approaches for a more positive impact.
Hold themselves accountable: Set goals for building trust and track their progress.
The Final Question:
Are you ready to make the changes you need to in order to achieve what you say you want from your employees?
Creating a culture of trust is an ongoing process, but the rewards are undeniable. By taking a hard look at internal behaviors and investing in coaching, you can unlock the full potential of your team and build a thriving organization.
To learn more, check out this article from Harvard Business Review