Trust is gold. Trust is euphoric. Trust allows us to be our best selves. Trust is what makes preschoolers so endearing.
Erosion of trust is what makes us cynical, cautious and hesitant with age.
Trust is the foundation of every relationship. The greater the trust, the stronger the foundation. And the stronger the relationship.
What do you do if you don't trust someone? You keep them in your line of sight, right? In the work environment when there is a lack of trust in management or other colleagues, it means employees turn their attention and focus to what is going on internally. They start to become cynical, negativity and suspicion creeps in, a toxic sentiment starts to build.
In any environment this can be catastrophic. But in a sales environment it's often the difference between delivering your number. Or not. Productivity is one casualty. Profits another. But worst of all is the loss of customer trust.
As humans, our peripheral vision is limited to what we see in front of us. If our attention is constantly looking inwards at what is happening inside our organisations, then it's not looking outwards, driving business forward.
As businesses we are hurting. But right now, people everywhere are feeling scared. Covid-19 has stopped the world in it's tracks. Our lives will possibly never be the same. If we are to work our way out of this, we need to ensure we are building it on a strong foundation of TRUST.
And for this, communication is key.
But here's the kicker, not everyone values communication the same way! Even though we may all speak English, for some people, trust comes from how you make them feel, for others it comes from delivering a certain result, for someone else it's about staying consistent yet for another its about whether you can bring a game changing solution.
So how do you know where to begin?
First and foremost, be genuine and authentic. If your default modus operandi is to be systematic and results oriented then show up as that person - because when you're being your authentic self, you at least are not being fake. But you need to know that it's likely at least half your team won't connect in this way. So think about how you can bring more emotional concern and warmth.
The main thing is to understand the different operating styles in the room, and how to incorporate these into your delivery.
This was a key turning point for me in my leadership career when I was working with a team of five very like-minded individuals - the challenge was, while they were like-minded, their operating styles and needs were the opposite of mine. It was only when our organisation undertook a personality program that I had that light-bulb moment that clicked everything into place for me.
Finally I understood why my team would appear to zone out or get frustrated when I would challenge ideas or present a different point of view or course of action. Equally I understood why I would get frustrated at their need to have clear, logical pathway and hated the process of brain storming alternative options.
The tools allowed us to see each other in a different light and gave us a framework to respect and value each others differences. It also highlighted blind spots and the danger of group think given the lack of diversity in operating and communication styles.
But most of all, it started my journey as a student of leadership and the importance of communication effectiveness - especially with regards to building trust and engagement.
If you would like to know more about how I can work with you or your team on communication and personality modeling, please email email@example.com