Trust as a Strategic Catalyst

Trust is the bedrock of any relationship. It allows us to be vulnerable. Trust is a catalyst for truly opening up and being our authentic selves with a feeling of psychological safety. When we trust those around us, especially at work, great things happen. The best ideas are often born from informal discussions when we let down our walls and create a safe space. But, what does it mean to say we trust one another? How do we build trust if trust doesn’t currently exist?

It may be common sense that trust is a requirement to having meaningful relationships and for people to bring their whole selves to work; however, according to Steven M. R. Covey, “almost everywhere we turn, trust is on the decline.” Covey continues, “trust in our culture at large, in our institutions, and in our companies, is significantly lower than a generation ago. Research shows that only 49% of employees trust senior management, and only 28% believe CEOs are a credible source of information.”

Perhaps you have felt the weight that low trust can have in a relationship. In a situation of low trust, both in individual relationships and in an organization, “it places a hidden "tax" on every transaction: every communication, every interaction, every strategy, every decision is taxed, bringing speed down and sending costs up.”  Covey reveals that, “significant distrust doubles the cost of doing business and triples the time it takes to get things done. “

What can each of us do to build trust in the workplace?

Trust is everyone’s responsibility. Leaders need to be trusted to earn the respect of their team and inspire a community of trust in the workplace. True transformation starts with building credibility at the personal level; making deposits into the “trust account” of the relationship and organization. We can all do this by working to model Covey’s 13 Behaviors of High-Trust Leaders: 

1. Talk Straight – Be honest and tell the truth, with integrity.

2. Demonstrate Respect – Treat everyone with respect and show kindness.

3. Create Transparency – Be open and authentic. Don’t have a hidden agenda.

4. Right Wrongs – Demonstrate humility and don’t let pride get in the way of righting a wrong.

5. Show Loyalty – Give credit where credit is due and don’t talk behind other’s backs.

6. Deliver Results – Make the right things happen.

7. Get Better – Be a constant learner and act upon feedback received.

8. Confront Reality – Take issues head on and be willing to have courageous conversations.

9. Clarify Expectation – Discuss and validate expectations until they are clear.

10. Practice Accountability – Hold others accountable and always hold yourself accountable.

11. Listen First – Listen before speaking and develop understanding; don’t make assumptions.

12. Keep Commitments – Do what you say you’re going to do; honor your commitments.

13. Extend Trust – In order to build trust, you have to extend trust to others, even conditional trust.

Leaders can implement these behaviors by being present in their interactions with others and being mindful of their actions. Often times, it helps to solicit feedback from peers and members of your team regarding their level of trust in you and how you currently fair in each of the areas listed above. This provides a starting point for your transformation. From here, it’s important to reflect on what barriers may exist that prevent you from exhibiting some or all of these behaviors. Then, work to break down those barriers. We believe that authenticity starts with being your true self and aligning your behaviors with those listed above in order to create a high trust environment. 

Are you ready to explore ideas for building and maintaining a high trust culture or what you can personally do to improve trust in your relationships? Contact us at [email protected] and [email protected].