Most companies now realise the benefits of fully empowering their team and people, providing them with increasing latitude to react promptly to demanding market forces and make necessary decisions.

However this involves a trust exchange as pervasive mistrust will almost certainly lead to failure. Problem solving and decision-making greatly improve in cultures of trust since the relevant information is ‘on the table’ in an open forum; avoiding motivations of political maneuvering.

Model for Building Trust

The 3 imperatives for building trust in your team, or organisation:

a) Achieve results – performing, fulfilling obligations and commitments to each other, the company and the brand. Successful companies and teams focus on clearly establishing demanding goals, communicating expectations for higher performance, and implementing systems which provide fair and equitable consequences for results.

b) Act with integrity – This is consistency in word and deed – gaps between what your customer and employees anticipate and what’s delivered to them give the perception of inconsistency and this results in mistrust.

Organisationally, integrity means the actions of your organisation, its leaders, and people within it are guided by (and are consistent with) stated brand values, principles, and specific practices. Such coherent approaches provide a degree of brand predictability, based on principles which lead to building greater brand trust.  Get active and create brand trust by:

Clearly articulating your company’s purpose Identifying, defining and ensuring behavioral consistency with the company’s core brand values Communicate an inspiring (yet realistic) vision for your company’s future Ensure the organisation’s team understand and act consistently with these factors above Interpret conditions as they are, not as you would have them to be, and encourage open honest sharing of information related to the current status and probable future of your business and how this relates to individual performance.

c) Demonstrate concern – people care and trust for those demonstrating genuine care and trust for them. This same respect is expected also in respect to interests of our family, co-workers, and the company. This is particularly important in regards to trusting those in positions of leadership and authority, as their concern (or lack of it) impacts greatly upon the individual, and the larger team as a whole.

Sustaining that brand trust requires subsequent focus upon key organisational factors of leadership style, organisational structure and a supportive, engaged culture.

TheRightGroup.com.au

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