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Discussion on: How a leader can show he/she is trustworthy and facilitate relationship among team members

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ShantaMilan

Trust is important to any leader as it fosters teamwork resulting in synergic productivity improving the goal of the organization. “By contrast, individuals and organizations that have earned and operate with high trust experience a dividend that is like a performance multiplier, enabling them to succeed in their communications, interactions, and decisions, and to move with incredible speed - high-trust companies outperform low trust companies by nearly 300 percenti. Covey, S. M. R. (2011)”

Trust is a two way street. You cannot expect trust when you do not give it. For a leader to foster a climate of trust and facilitate relationship, he/she must first extend their trust toward the followers. In other words they must take a leap of faith by trusting them all the while modelling the way for other to trust him in turn.

“Our simple definition needs to be extended to take into account that trust must be built, and it must be earned over a span of time by listening, talking, asking questions and "walking the talk. Beslin, R., & Reddin, C. (2004)"

Trust cannot be gained overnight but built over time slowly and steadily with deliberate actions. Some ways in which a leader can create a climate for trust and facilitating relationship are

  • Model the way by sharing your own dreams in life, your fear, struggle and motivation to do what you do.
  • Listen to the stories about their aspirations in life, their struggle, their expectations, their mistakes, their aspirations in life and their motivating factors. Be authentic and empathetic when listening. Listening helps you understand many things about your followers and what motivates them.
  • Be honest and never lie.
  • Be a servant leader. Serve your followers needs before yours.
  • Time and again repeat and clearly communicate the common goal.

Leaders should be able strive to show he is trustworthy through both his actions and thoughts. “Trust can often be the first hurdle to fall under pressure because leadership can be distracted away from the small, important interactions they need to sustain even in the most challenging times. Sparrow, J. (2013)” They can do so by

  • Designing jobs where the constituents can show off their strength and contribute to the goal of the organization.
  • Take decisions based on the importance to the organization and not on influence or hearsay.
  • Share information and details no matter how small to assist in performing with effectiveness and efficiency.
  • Educate and update the capacity of yourself and others.
  • Give clear and concise feedbacks on their work and help them improve their work.
  • Give due credit where and when they are required.
  • Give your time and listen to their problems both personal and official. Extend your help and support where and when possible without any strings attached.

It is important for a leader to understand that people cannot perform their best if they are doubting themselves, are felling weak and left out. Instead they must be empowered by delegating power and a sense of ownership. (Kouzes & Posner, 2003). Leader need to show that they trust their constituents’ time and again building confidence in them by

  • Delegate authority and allow them freedom to exercise power. Give space for them to take decision on their own showing your confidence in their decision making ability.
  • Ask question such as what we should be doing better, what we should stop doing, what changes should me made or added etc. Asking these questions will help them contribute to the project and give them a sense of ownership.
  • Challenge them with new targets or additional work to bring out the best in them.
  • Build up on their ideas instead of criticizing or shutting them down.
  • Encourage them to take risks and challenge the status quo in the organization.

These are some ways a leader can show his trust to his followers.

References

Kouzes, J. M., & Posner, B. Z. (2003). The Five Practices of Exemplary Leadership. In B. P. Jim Kouzes, Leadership Challenge Workbook (First Edition ed., p. 13). San Francisco: Jossey-Bass, A Wiley Imprint.

Beslin, R., & Reddin, C. (2004). How leaders can communicate to build trust. Ivey Business Journal (Online), Retrieved from search.proquest.com/docview/216174...

Covey, S. M. R. (2011). Build high trust. Leadership Excellence, 28(10), 13. Retrieved from search.proquest.com/docview/903979...

Sparrow, J. (2013). More than words: How leadership can build trust at a practical level. Strategic HR Review, 12(6), 313-316. Retrieved from search.proquest.com/docview/146135...