How to...build trust as a manager
How to...build trust as a manager
Because trust is the foundation of high performing teams
What takes years to build, seconds to break, and forever to repair?
No, it’s not that Lego Battlestar Galactica (actually it might be if you ask my brother…)
It’s TRUST.
Think back to a time where you were unhappy at work. Perhaps it was earlier in your career, perhaps it’s now (in which case, I hope my newsletter is really helping and I’m happy to chat if you need to!).
Chances are that a lack of trust in key relationships at work is at the heart of your unhappiness. Think about it.
If you can’t trust your manager to speak up for you…
If you can’t trust your team to perform when you’re not watching…
If you can’t trust your leaders to do the right thing…
Trust is at the heart of every relationship - personal or professional - and yet, it’s not a given in every work environment and that’s a huge shame.
Trust is one of the key elements of a high-performing team and it fuels productivity and good performance. When you can trust people to do their job (and they feel your trust in them), they are free to perform at their best.
The concept of psychological safety is linked to trust as well - do you feel safe to speak up? To share opinions? To be seen and heard?
So as a manager or new leader, what’s your take on trust?
Answer me this honestly.
Are you really doing everything you can to engender trust with your team and the people that work for you and with you?
This is a critical piece of self-reflection to do in any leadership position. The more you are aware of your own blind spots, biases and areas for development, the more compassionate, empathetic and effective you can be as a leader.
Start there, then read on for my five tips on building trust as a manager. (And if you think it might be useful, please do share it with others in your network.)
Do what you say you will do. Actions speak louder than words don’t they? When you commit to something, follow through on it. By delivering on your promises, you show that you can be trusted to deliver results, strengthening your credibility as a leader. This includes how you show up for your team. For example, invest in and commit to regular time with your team members and don’t chop and change it, or reschedule at the last moment unless it’s critically important. Bonus tip: if for any reason you cannot deliver, or plans need to change (it happens), be upfront, clear and timely in the way you communicate this to your team. Close that loop and don’t leave them hanging.