In a recent posting we shared our thoughts about the benefits of trusting in others. If we do trust, the rewards are significant and the impact of not trusting, unthinkable. At work this could mean cynicism, the here in body not in spirit mentality and at worst destructive behaviours. But last week the matter of trust came up time and time again in the context of the election and this made me think about the trust we place in leaders and what they need to do to gain it.
Last week people voted. Everyone was talking about who they could trust, which party really did have the best interests of the country at heart. The newspapers were full of it. The rhetoric from all parties was about trusting in them to deliver for us, the party manifestos and newsletters were all designed to encourage us to believe in them and their abilities, to trust in them to lead our country. I was lucky enough to be at an electric election night count. The reporters were buzzing and all of them had voted for the same man who was duly elected against the odds. These reporters were non partisan. We got chatting and I asked why they had voted for him. The said ‘we trust him.’ I asked, ‘how do you know?’ To which they all replied (individually) ‘because he listens more than he talks and he genuinely shows that he cares.’ Interesting that in short snippets of conversations, over a relatively short period of time, that was the criteria for some people. Clearly it is not as simple as just that. These behaviours attracted people to vote, but what do you think the impact will be if these behaviours aren’t demonstrated beyond the election? Isn’t this one of the reasons that so many people are disaffected? The same is true, not only in politics, but also in organisations the length and breadth of the country. Many of which have strong leaders, with vision and drive who share a powerful story of a better a future but when this is distilled into departmental actions, something is missing.
When we examine the losses many of us have experienced during this global economic recession one of the significant losses is surely the loss of trust. Many leaders in organisations fell short of the required leadership at this difficult time but all is not lost. Those leaders that are prepared to rebuild and acknowledge will make significant improvements in the performance of their teams.
So this week review how deep the trust is that your team have in you. Be that leader who reaches out, ask questions and listen more to what is being said around you. When you do, do it without judgement, excuses or criticism, allow people to talk. Think about how you can use these elements to deepen your relationships, not just at work but also at home too. As Stephen Covey says “nothing is as fast as the speed of trust”. If you want to grow and do it fast, trust is a great foundation.
