Train to Trust

A strong culture depends on an environment of trust, where people can count on each other, take risks together and benefit from the resulting successes. Leaders who inspire authenticity entice people to step out of their comfort zones and enjoy the spirit of cooperation.

Leaders enhance trust when they're transparent and humble. Display humility by expressing a need for help. People are drawn to leaders who are willing to exhibit fallibility. Admitting weaknesses and setting aside insecurities reveal a real person who can be trusted.

Trust builds teamwork, which inspires cooperation and a vital interconnectedness. Trust is founded on relationships-and the stronger the relationships, the healthier the culture. Once again, leaders can benefit from the assistance of an experienced executive coach to optimize their people skills and relational intelligence.

Great leaders are comfortable dealing with subordinates when problems arise. They approach difficult situations and challenging employees face to face, with care and honor. They're firm but fair. Trusted leaders prioritize relationships and make sure employees feel appreciated.

Leaders gain employees' trust through active listening. When you thoughtfully address people's situations and allow them to speak freely, you cultivate greater trust.

Giving honest feedback to employees further raises the trust bar. Be candid, sincere and helpful. As Coyle suggests, provide "targeted" or specific feedback. People want to contribute the best they have to offer and be valued resources. They need detailed critiques and a chance to earn your approval. Avoid judgmental comments so you can nurture their self-esteem.

High self-esteem allows employees to show initiative and avoid the need for continuous oversight. The best cultures feature self-directed teams whose leaders interject only when necessary. Employees become more invested and engaged in their work, which makes for a strong culture.

Provide Safety

All humans want to feel safe. They need to feel they belong, are cared for and valued at work. Leaders who provide purpose and a trusting environment are in the best position to offer a sense of safety.

People feel safe when they can trust their relationships without concerns over politics, personalities and resentments. They want to know their relationships will last and grow stronger. Employees who feel safe invest in the team dynamic and perform better.

Leaders build a strong culture when they emphasize relationships and set an example. Show interest in your people, and emphasize that everything done within your organization is built on relationships.

Leaders who foster a sense of belonging build strong cultures. Coyle provides the following helpful strategies:

• Receive people's ideas and proposals with an open mind. Make them feel glad for contributing, not regretful. Let their voice be heard, and remind them that you need their ideas because their perspectives have value.
• Express thanks, which affirms the importance of relationships and provides motivation. If everyone's efforts are important, a healthy codependency and unity develop.
• Accept bad news, and don't shoot messengers. People who face threats for being truthful will learn to be silent. This kills a culture.
• Roll up your sleeves and get dirty. Leaders who place themselves above ordinary tasks erect barriers. When everyone is equally willing to contribute, teamwork expands and a sense of safety prevails.
• Don't pad bad news with good. Beating around the bush or hedging your delivery signals disingenuousness, which spells danger. Say it like it is, but do so sincerely and considerately. Being truthful tells people you have their best interests at heart.

Dr. Maynard Brusman

Consulting Psychologist amp; Executive Coach
Trusted Leadership Advisor

Professional Certified Coach (PCC), International Coach Federation

Board Certified Coach (BCC)?

I coach emotionally intelligent and mindful leaders to cultivate trust and full engagement in a purpose-driven culture who produce results.

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