When people trust one another, they are far more likely to take risks, ask questions, admit mistakes, and offer new ideas than teams with low levels of trust. Intuitively, this should not have come as a surprise. People feel more secure when they trust those around them, allowing them to focus their energy on the tasks rather than continually assessing where they stand with others.
How do you build trust in your organization?
Developing a reputation as someone who is always honest in their actions and communications helps build a genuine relationship with your team and, according to Simon Sinek, creates a circle of safety that allows people to feel psychologically safe to share their mistakes, discomforts or difference of opinions without any fear of victimization or termination. In addition, when people know you care, they will naturally trust you more if they feel like you’re genuinely interested in them.
In today’s team-driven business world, creating a culture based on trust is one of the most critical responsibilities facing leaders in all organizations. While companies may go to great lengths to establish a culture that encourages trust, it falls upon individual leaders to follow through with those intentions and bring that level of trust to their teams, according to Rick Lepsinger.
Your company can have the best strategy, vision, plans, values, or purpose in the world, but if you don’t have a high degree of trust, nothing great can happen.