Being a leader is a bit like being a conductor in an orchestra or a football coach, it requires guiding, measuring, and being responsive to changing situations. For a leader this means developing teams and sections that precisely know their roles and how to naturally respond to changes. Just like the violin section of an orchestra knows their parts of a symphony, the conductor ensures that they are performing in unison with the rest of the orchestra. In order to be effective, coaches and conductors need to create an environment of trust. There are for main ways to create an environment of trust.
It is important that leaders recognize their team members and employees. When employees are having difficulties or excelling it is important to recognize their contributions, there struggles, and achievements. By doing so, when situations arise in which an employee needs help, or when an issue arises for the company, the employee will be willing to mention it to the leadership in order to solve the issue. Building trust fosters communication amongst teams and managers. Much like a conductor recognizes their top performers in front of the audience, leaders need to opening embrace recognizing employees.
Leadership can build trust by active listening. This requires making a conscious decision to demonstrate that leaders are listing to them intently and willing to act on their behalf. Leaders need to welcome the opinions and concerns of employees, without letting personal needs and wants to get in the way. When communication is done through participating using active listening employees will trust leadership to address their concerns and respect their opinions even if their opinions were not acted upon. It allows for a way to communicate while fostering trust and engagement.
Develop and Assign Partners
Having a partner system in place, where team members have partners. This fosters the creation of stronger bonds among teams as well as a means to hold each other accountable. Partnerships fosters and open exchange of ideas, opinions, and accountability. Having more communication amongst teams builds an environment of trust. Much like the trust a football center has with their quarter back or a first chair violinist and their second chair. Developing a strong partnership amongst team members ensures greater employee satisfaction and performance.
Give Employees Decision Rights
While coaches are on the sidelines determining plays and overall strategies, it is important for coaches to allow the quarterback to make independent decisions when necessary. Giving employees decision rights allow employees to make decisions via ownership of their ideas and actions. This allows the employee to “own” their work. By doing so, employees will take more pride in their work, knowing that their actions and their outcomes are their own. This will also demonstrate the trust employers and leadership have in their employees to make the right decisions without the need to consult with leadership.
Trust is Earned
Trust is earned, through thoughts and actions leaders can build an environment of trust that brings the best out of their employees. Leaders need to engage with their employees by recognizing their efforts, by actively listening to their opinions, ideas, and struggles. In order to build or transform an organization of trust, it requires that leaders need to be steadfast in their thoughts and actions. To help
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