Trust is one of the most important aspects of any organisation. It is the foundation on which the rest of the structure is built. Without trust, organisations will struggle to function properly. It is essential that leaders, managers, and employees build and maintain trust throughout the organisation. Here are some ways that leaders and managers can create trust in their organisations: &nbsp; <ul><li>Have Integrity – When you are perceived as having integrity, people will trust you. “If you don’t trust people, you have no reason to believe in them.” Honesty and openness are important qualities. If something goes wrong, if something isn’t right, then address it, fix it, and talk about it. People will know that you will be honest and open with them. They do not use mystery or ambiguity. They immediately set expectations and provide timely feedback. They provide feedback without blaming, shaming, or attacking. They build respect</li></ul>&nbsp; <ul><li>Be Discreet – Be discreet with issues, especially when they are sensitive or controversial. As above, if something goes wrong and it needs to be fixed, speak to the appropriate person about it. If the person is not available, ensure you speak to the person who can fix it or the person who is able to help. Let your team know that you are discreet but don’t shield them from dealing with a problem. The best leaders go to work every day with a united team with common goals.</li></ul>&nbsp; <ul><li>Show Candour – Show candour when you make a mistake. If you are honest when something does go wrong, your team will respect you more and trust more of your decisions. There is no place for hiding information about a matter and it will be much appreciated by your team. This is just another way of saying that being open and transparent with your team will help create accountability (which is part of trusting your team).</li></ul>&nbsp; <ul><li>Be Accessible – People need to feel that they are trusted and that they are being listened to. Go out of your way with your team. Make time for them - Again, this type of behaviour will build trust.<ul><li>One of the best leaders I ever worked for walked the floors every morning speaking to people. He spoke to employees from different departments as well the front line and customers. He cared and that goes a long way in creating a trusting environment.&nbsp;</li><li>He wanted to see what was happening in people's worlds. He wanted to hear what was happening in their personal and professional lives. He wanted to make sure that their employees were happy whether they were at work or not. He also wanted to be approachable by employees when they needed him. Leaders like this in organizations that value and appreciate your contributions build high performing cultures and teams.</li></ul></li></ul>&nbsp; &nbsp; On the other hand, employees trust and respect leaders (and the organization) when they have: &nbsp; Vision – A picture of the future that motivates people to work toward it. &nbsp; Trust – Values that translate into actions. &nbsp; Flexibility – The ability to change direction when circumstances change. &nbsp; Structure and Clarity - This is a structure with boundaries. Boundaries provide a sense of security, safety and stability. Employees want to know where they stand within the organization. They need to know that the organization is clearly defined and that every person has a clear purpose, understands where their organization is heading and know what actions to take to move towards the organization goals. &nbsp; Consistency – Employees want to be with people that have the same values, principles, and beliefs about how things should be done in the organization and how people should treat each other. When people are treated in a consistently manner, they have confidence that they are working with an organization on the right direction. This helps them know what they need to do to get their jobs done. &nbsp; Warmth – A friendly, caring, engaged relationship is important. Employees want to connect with their manager and come to the manager with their issues and questions. &nbsp; Care – They have a selfless desire to help the organization and the people they care about. They consider how what they do will affect others in the organization. They care about their personal health, family, friends, and employees that they coach, mentor, and encourage. They want to make a difference in the lives of others. &nbsp; Conclusion: &nbsp; These sound like simple things but having integrity and trust helps establish and maintain credibility, increases employee productivity, decreases absenteeism and turnover, increases work performance, and increases job satisfaction. &nbsp; Executives and business leaders looking to drive successful outcomes and need support with&nbsp;<a target="_blank" href="https://www.stuartandrews.me/executive-leadership-coaching">executive leadership coaching</a> from Stuart Andrews should get in touch NOW! The Leadership Shift: How to Lead Successful Business Transformations in the New Normal contains further information on executive leadership and transformational change. Get your copy&nbsp;<a target="_blank" rel="noopener noreferrer nofollow" href="https://www.amazon.com/dp/B09T2LLZHW?ref_=pe_3052080_276849420">here</a>!

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Building Trust in Organizations: A Leader's Guide

Why is trust essential in organisations and how can leaders build trust?

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Why is trust essential in organisations and how can leaders build trust?

Why is trust essential in organisations and how can leaders build trust?

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