If you’re a leader, then chances are you’re used to being suddenly thrust into a working environment with personnel you’ve never managed.
And when this relatively new situation arises, one of the best ways to get people on your side is to build trust.
The bad news is that creating trust isn’t like flipping on a light switch. It’s a delicate process that has to grow over time.
But the good news is that creating a clear path to trust is not only obtainable, but it’s also fairly easy provided that you continually adhere to the following actions.
So whether you’ve been recently promoted, are new to the leadership position or simply have new team members, make sure everything is in place to allow trust to grow.
You’ll be surprised by how quickly you can form a hard-working and trustworthy team.
Now that you’re the leader, you’re the example to follow.
Act how you expect your team members to act whether it’s being on time, following through, being direct or treating everyone with respect. You’re the model that your team members will copy, so project what you expect!
You’re the model that your team members will copy, so project what you expect!
Let’s be honest, often one of our biggest motivators to go the extra mile boils down to a single question “How can I benefit?”
And if you demonstrate to your team that you’re looking out for their best interests, and want them to move forward through more education, future promotions or other accolades, they’ll automatically be on your side.
Embrace their strengths, help them overcome weaknesses and make sure you’re clear on how a job or big project will benefit them as well as the overall company.
You can’t get trust unless you give it, so put the ability to succeed in your team members’ hands.
Micro-managing almost always backfires. Not only will your staff think you don’t trust them, but they’ll also be leery of performing an individual task because they’re worried it will be wrong.
If you have a particular method you want people to follow, show them once, and trust them to do it again.
Otherwise, explain the project, explain the expected results and allow your team to shine.
Everyone has their distinct personality, thought process, and modus operandi and the best way to let your team members know they are individually valued is to listen.
If you listen to what your employees and team members expect it’s much more likely that they’ll continually want to talk.
Leadership is all about ownership and responsibility. If you’re not where the buck stops, then your employees will give their dollar to someone else.
Take ownership of projects, and state why it’s important to you that they get done.
Take responsibility if something goes awry, and take credit when something goes well.
People want to follow strength, not a moving target so make it clear from the get-go that you’re the one guiding the ship.
If your team members see you as a confident captain, they’ll gladly step aboard.
How have you built trust in the past? Let us know in the comments section below!