Why is trust so important in organizations? How can you increase the level of trust in your organization? For organizations to be successful, high levels of trust are necessary because of the level of interdependence required of others. We depend on others to help us obtain, or at least not to frustrate, the results we are responsible for (and they on us). Trust is a requirement for cooperation, information sharing, and problem solving. Without trust the “million moments of truth” that connect to your people to their customers to your profitabillity will fall below the line. Here are some things to increase trust:
- Be consistent and predictable. You will enhance the degree to which others regard you as trustworthy when you behave in consistent and predictable ways. Every effort should be made to ensure that your words are congruent with your subsequent actions and that you honor pledged commitments. Integrity is reinforced to the extent that what you say is what you do.
- Communicate accurately, openly and transparently. Act openly. Be clear about your intentions and motives. This helps others calculate your trustworthiness.
- Share and delegate control. Trust often needs to be given for it to be returned. There is value in soliciting input and sharing decision making with others. Likewise, when others feel that they are not trusted, they will be more likely to act out with behaviors that reinforce a distrustful image.
- Really care about others. The trust others have in you will grow when you show sensitivity to their needs, desires, and interests. Acting in ways that respects and protects other people, and refraining from engaging in self-interested pursuits to the detriment of others will also contribute greatly to the trust others place in you.
2 responses so far ↓
1 Alan Booth // Dec 6, 2007 at 8:47 am
Bob…I just violated a trust with a colleague by using bad judgment dealing with a client; an action that caused the other person to feel I was competing with him rather than collaborating.
Intentions are one thing but he could only see my actions. What do you suggest might help in rebuilding that trust?
2 Bob // Dec 7, 2007 at 10:40 pm
Alan, it is a slippery slope to try and “read” or interpret other peoples intentions…taking the behavior and working with it is as close as we can come to processing our experiences of others. In most cases our behaviors communicate the deeper “black box” stuff that operates below of surface of our personality.
My suggestion is that you first look at your behavior to determine if in fact it was your competing behavior that triggered your colleague. Was this behavior appropriate given the circumstances? Is it your colleague who over reacted? If it was your behavior, my suggestion is that claim it and attempt to renegotiate the expectations in the relationship and not just apologize or attempt a workaround strategy like “kiss and make up.”
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