Image courtesy Pablo Merchán Montes @pablomerchanm
Trust is one one those words we all want more of, but remain uncertain how to apply it in difficult situations. Trust is a crucial element. When present, people step forward and do their best work, together, efficiently. They align around a common purpose, take risks, think out of the box, have each other’s backs, and communicate openly and honestly. When trust is absent, people jockey for position, hoard information, play it safe, and talk about— rather than to—one another. I understand Seattle Seahawks Coach Pete Carroll has an approach to unleash imagination, initiative, and passion. He has incorporated “tell the Truth Mondays.”
At the outset, they have agreed no one takes the lessons personally. They pointedly speak honestly about the mistakes made. Painful constructive feedback is offered to anyone to make them a better player and person. The “truths” that need to be heard.
Everyone takes the chiding on stride knowing these hard truths are necessary for everyone to improve as a team. They confront poor habits. We seldom think of teams where the negatives become a source of strength.
That’s caring and love. In teams where there are high degrees of trust, people know the feedback is to improve the person and the team. Great teams are tantamount to great relationships where we want each other to be better.
Businesses need their people to put forth their best effort, to collaborate and to produce good results by working effectively and efficiently. Those people have a need to be able to connect with one another—to be seen, heard, and understood.
Trust builds the bridge between the business need for results and the human need for connection.
When trust is compromised, people become withdrawn and disengaged.
Confidence in themselves and in others erodes, along with their commitment to their work and their organization.
People wonder, “Do I belong here?” Confidence is overshadowed by doubt: “Do I have what it takes?”
Commitment dwindles: “Is this the place for me?” Without trust, people struggle to bring their best forward. Collaboration and productivity suffer.
The lowest common denominator becomes the norm. The whole environment is weakened, with everything becoming harder and taking longer.
Feedback hurts. Even when it is good for us. A sign of maturity is when a manager, colleague or loved one at home can say in so many words, “You matter to us.”
Feedback is effective in high trust environments where caring replaces blame.
Jim is President of Woods Kovalova Group located in Denver, CO. He is an author of children's books as well as leadership books. Working globally on every continent, Jim and his team have advised and trained Fortune 1000 companies, U.S. Military, Government, small businesses and individuals seeking performance improvement. Jim is a former U.S. Navy Seabee and earned a master’s degree in organizational development and human resources. He has taught leadership and human resources at Villanova, Colorado Technical University and Dickinson University. To have Jim work with your organization schedule an appointment here.