$schemamarkup = get_post_meta(get_the_ID(), 'Schema', true); if(!empty($Schema)) { echo $ Schema ; } Trust Builders: 5 Ways to Show Your Team You Trust Them

Karin And David’s Leadership Articles

Trust Builders: Five Ways To Convince Your Team You Trust Them

by | Apr 10, 2018 | By Karin Hurt and David Dye, Communication, Relationships |

How to Build More Trust With Your Team

If your team doesn’t think you trust them, there’s no way they’ll trust you.

And of course, when results are lagging or stakes are high, it’s natural if your first inclination is to be just a little skeptical. After all, there’s a lot at stake.

And yet, time and time again, we see that the teams with the biggest turnarounds have one thing in common—their leader believes in the team’s ability to accomplish the extraordinary,

Trust Builders: 5 Ways To Convince Your Team You Trust Them

Today we share a few ways trust leads to better results.

1. Set audacious goals.

Oh sure, your team may grumble, but managers who win well know there’s no greater gift you can give your team than leading them toward head-turning results.
Set the bar high and then tell them, “I believe in you. I know what this team is capable of.  Now let’s figure out just how we can make this happen together.”

Show trust by believing it’s possible.

2. Believe in them.

We watched Sam, a manager in a small nonprofit handle this masterfully with his direct report, Laura. The organization worked to ensure water quality in mountain streams.

Laura, a free spirit who cared passionately about her people and clean water, managed a team of paid engineers and volunteer inspectors. She worked hard but her team wasn’t satisfied with her performance.

They wanted to see her in the field more; she didn’t know how she could make them happy, and she didn’t feel she was making a big enough impact in a cause she cared deeply about.

Laura came into Sam’s office, slumped down in a folding chair, and declared, “I’m done.” She said she would turn in her resignation, that she’d lost faith in her ability to be effective.

Sam was devastated. She was one of his rock stars. How had he missed conveying that to her? Sam did not accept her resignation.

“You may have lost your belief in yourself, but you have a problem,” he said. “I do? What’s that?” “I still believe in you. You can quit on yourself, but don’t expect me to quit on you.”

Of course, that conversation was only the start. It eventually led to Laura’s taking a more balanced view of her accomplishments and gaining the confidence she needed to continue her vital work.

Show trust by believing in their capabilities.

3. Invite them to come along.

Early in her career, one of Karin’s first bosses, Gail, brought Karin with her to senior-level meetings, arguing that “no one could explain it better” than she could.

Of course, that wasn’t true; Gail was a seriously gifted explainer.

She trusted Karin would do okay and was secure enough to give up the spotlight. We are amazed at how many bosses are afraid to give such opportunities to their team.

Show trust by sharing the stage.

4. Admit what you don’t know.

Show your team you trust them by admitting you don’t have all the answers. Trust them with your concerns. You’ll be surprised how your people rise to the occasion when you trust them with your questions.

Show trust by being real.

5. Encourage them to meet without you.

A great way to show trust in your team is to give them a big hairy problem and ask them to meet to figure it out. Be sure to define what success looks like. Get any information, criteria, and parameters they may need out of your head and into theirs first—otherwise, they’ll spin their wheels.

Show trust by getting out of the way.

building trust and confidence through leadership training

Your Turn

What are your favorite ways to show trust in your team?

See Also:

How to Build Trust More Quickly With New Employees

Want more human-centered leaders in the workplace? Share this today!

Want more human-centered leaders in the workplace? Share this today!

0 Comments

Submit a Comment

Your email address will not be published. Required fields are marked *

Other Related Articles

Karin Hurt And David Dye author photo

Karin Hurt and David Dye

Karin Hurt and David Dye help human-centered leaders find clarity in uncertainty, drive innovation, and achieve breakthrough results. As CEO and President of Let’s Grow Leaders, they are known for practical tools and leadership development programs that stick. Karin and David are the award-winning authors of five books including, Courageous Cultures: How to Build Teams of Micro-Innovators, Problem Solvers, and Customer Advocates and Powerful Phrases for Dealing with Workplace Conflict. A former Verizon Wireless executive, Karin was named to Inc. Magazine’s list of great leadership speakers. David Dye is a former executive and elected official. Karin and David are committed to their philanthropic initiative, Winning Wells – building clean water wells for the people of Cambodia.

Be More Daring

BUILD CONFIDENCE, TRUST AND CONNECTION  WITH CONSISTENT ACTS OF MANAGERIAL COURAGE

Get the FREE Courageous Cultures E-Book to learn how

7 Practical Ways to be a Bit More Daring

Be More Daring

BUILD CONFIDENCE, TRUST AND CONNECTION WITH CONSISTENT ACTS OF MANAGERIAL COURAGE

Get the FREE Courageous Cultures E-Book to learn how

7 Practical Ways to be a Bit More Daring

Leadership Training Programs