How Trustworthy Are You?

How Trustworthy Are You?

As leaders and managers of teams, you need to take the time to (re)consider how you are intentionally creating the opportunity within your teams to create this foundation of trust. It is no coincidence that Trust forms the foundation of Lencioni’s model of team dysfunction and effectiveness. 

You see, Trust is the keystone competency or attribute that enables teams to form a foundation that will enable them to constructively address the next level dysfunctions (i.e. conflict, commitment, accountability, and results) that may be impacting the team’s performance. 

The first step is always to understand where we are now – then we can understand where we need to get to.

Download our short trust diagnostic to see how trustworthy you are:

Tips on Building Trust

It is important to understand that trust has a formula and that it is something you can influence – this influence should be authentic and with the intent of (re) building a highly effective and performant team. 

Credit to David Maister, ‘The Trusted Advisor’

Here are a few tips to consider:

  1. Communicate openly and honestly: Encourage team members to share their thoughts, ideas, and concerns openly and honestly with each other. 
  2. Establish clear goals, roles, and responsibilities: Ensure that everyone on the team knows their role and what is expected of them. Unclear goals and roles can account for up to 96% of conflict within teams (GRPI, Tichy, N.).
  3. Encourage collaboration and teamwork: Create opportunities for team members to work together and build relationships.
  4. Lead by example: Model the behaviour you want to see in your team. Show trust (credibility, reliability, intimacy, and other-orientation) and respect to others.
  5. Address conflicts and issues promptly: When conflicts or issues arise, address them promptly and fairly.
  6. Recognise and reward good work: Show appreciation for a job well done, and recognise the contributions of each team member.
  7. Provide opportunities for personal and professional growth: Encourage team members to develop their skills and take on new challenges.
  8. Encourage diversity and inclusivity: Foster a culture of respect and acceptance for all team members, regardless of their background or differences.
  9. Maintain transparency and consistency: Be transparent in your decisions and communication and maintain consistency in your actions.
  10. Have regular team meetings: Regular team meetings create a forum for open communication, collaboration, and problem-solving, which can help to build trust.

These steps are not a one-time process, trust-building is an ongoing effort that requires consistent attention and effort, but with the proper approach, your team will be able to develop a strong sense of trust and cohesion.

OMT Global

Established in 1989, OMT works with large organisations to develop the leadership skills of their people managers, from first-time leaders right through to senior-level executives. We provide a range of consultancy, training and development services for organisations that want to further develop and retain their talent. OMT excels in helping organisations move from ad hoc or one-off efforts to a new way of behaving and working.

Talk to us about how we can help you and your organisation