Trust - The Key to An Effective Leadership Team

It has been a while since I have posted in the Corner Office.? I was overwhelmed with work and travel for work and instead of coming right back, I decided to take a break for the summer months (although not summer where I am).? ?It was the right decision to take a break.? My mind needed it.? So, with the third quarter ending this month and the transition into a new season (autumn for some, spring for me), it seems like the right time to resume writing in this blog.

Of course, in my quiet moments I did some thinking and during my time away, I spent a lot of time reflecting on leadership, both in my own role and in observing others across various organizations. I found myself thinking that there are countless examples of leadership styles and practices to learn from. However, a question that kept resurfacing for me was, "Am I fostering trust?" and "Do people trust my leadership?" While I didn’t have a definitive answer, one thing I’m certain of is that trust is the cornerstone of effective leadership.

When trust is present between leaders and their teams, it leads to higher levels of engagement, motivation, and commitment towards shared goals. Cultivating trust within a team is essential for creating a positive and productive work environment. But what about trust within the leadership team itself? No surprise here. It's equally vital. Trust is the foundation of high-performing leadership teams, enabling collaboration and driving success across the organization.?

Without trust, there will be a lack of psychological safety, which inhibits collaboration, innovation, and accountability. On the other hand, when leaders trust each other, they are more willing to admit mistakes, seek feedback, and make decisions that prioritize the greater good of the organization. This builds credibility at all levels and shows employees that the leadership team has their best interests at heart.

Ultimately, trust is the foundation upon which high-performing teams are built. Investing in cultivating trust within the leadership ranks pays dividends in the form of increased engagement, productivity, and organizational resilience.

So, this week in Corner Office I am going to be talking about some of the challenges to trust in organizational leadership teams and ways in which HR professionals can help executives to nudge their leadership teams in the right direction.

One of the primary causes of trust issues within leadership teams is a lack of transparency and accountability. When leaders fail to communicate openly and honestly, or when they do not take responsibility for their actions, it can breed suspicion and resentment among team members. This can be further exacerbated by power struggles, personal agendas, and a lack of alignment on the organization's goals and priorities.

Another significant factor that can undermine trust is a perceived lack of competence or integrity within the leadership team. When team members doubt the abilities or ethical conduct of their peers, it can create a toxic environment where individuals are more focused on protecting their own interests than working towards the greater good of the organization.

Furthermore, when leadership approaches change frequently or are inconsistent, this can create uncertainty and a lack of trust in the stability and reliability within the leadership team. Employees

And finally, when there is a perceived lack of transparency or accountability within the leadership team, for example, if team members feel that decisions are being made behind closed doors or that there is a lack of clear communication about the reasons for those decisions, it can breed suspicion and mistrust.

When a leadership team acknowledges that all is not well, they can call on their HR departments who can really help to address these challenges and rebuild trust and as an HR professional myself, I would like to offer 5 strategies to build trust in a leadership team.

1.????? Promote open communication between members of the leadership team. Encourage team members to freely express their thoughts, worries, and criticism in a judgment-free atmosphere. Establish open forums and frequent check-ins to talk about opportunities and problems.

2.????? Each member should commit to demonstrating trustworthy behavior consistently. ??That means holding oneself accountable, being honest, reliable and following through on commitments. When leaders model trust-building behaviors, it sets the tone for the entire team and encourages others to do the same.

3.????? Developing transversal projects and initiatives that require cross-functional cooperation. When leaders work together towards common objectives, it builds mutual understanding and trust. The members of the leadership team should be encouraged to leverage each other's strengths and support one another's weaknesses.

4.????? Organize team-building activities specifically designed to enhance trust. These can include problem-solving challenges, vulnerability exercises, or even outdoor adventure activities. Such experiences help team members bond and develop a deeper understanding of each other.

5.????? Encourage healthy conflict by reframing disagreements as opportunities for growth and innovation. Leaders should facilitate discussions that challenge ideas, not individuals, and teach conflict resolution skills to help team members navigate differences productively. Building trust through conflict resolution involves establishing clear guidelines for respectful debate and ensuring follow-through on agreed-upon actions. This demonstrates that conflicts lead to positive outcomes, reinforcing the value of open dialogue.

Another strategy which always holds whether we are talking about leadership teams or not is the power of recognition.? Your leadership team members are also staff members so remember to acknowledge both individual and team successes publicly. When leaders feel appreciated and valued for their contributions, it fosters a positive team dynamic and builds trust. Celebrate milestones and achievements together to reinforce a sense of unity and shared purpose.

Organizations owe it to themselves to prioritize trust within their leadership teams.? This prioritization is in fact creating an environment where innovation thrives, collaboration flourishes, and productivity soars. A foundation of trust in the leadership team allows for faster decision-making, increased adaptability, and improved problem-solving capabilities. Moreover, high-trust teams are more resilient in the face of challenges and better equipped to navigate complex business landscapes.

We also must acknowledge the ripple effect of trust.? Trust is a concept which extends beyond the leadership team, positively impacting the entire organization's culture and bottom line. Remember though that trust is not a one-time achievement.? Trust building requires everyone to commit to working at it; to becoming better and stronger and to learning to trust each other.? Therefore, to promote sustainability in trust building, focus on transparency, consistency, and accountability. Demonstrate vulnerability, admit mistakes, and actively listen to your team members. This is an investment and the key to unlocking your leadership team's full potential. Believe me.? The payoff is going to be big.