How many times have you heard the word TRUST around the office? How many times have you been trained on trust? It is one of those important building blocks to a successful working relationship between a manager and their people. I have participated in a few TwitterChats with #leadershipchat and we have discussed trust (and it keeps coming up on other topics as well). Giving this a bit more thought, why do people leave their jobs (or companies), besides the almighty dollars? From a personal perspective – I retired from my last job because of:
- Lack of follow-through on commitments made.
- Openness of communication.
- Amount and availability of communications.
- Incompetent or poor decision-making.
- Incompetent job performance.
Maybe those examples hit home a bit. Are you experiencing them as well? It is always easy to point out a problem or run the other way.. Thinking back on my overall 28+ years, I have had to work through the above concerns many times. What did I do? What did our team do? What could you do? Here are some of my basic working relationship principles that I have tweaked over the years.
If you are a manager:
Believe in your team — their motives, knowledge and skills..
- Spend some time getting to know each team member’s capabilities, interests and skills.
- Understand your team’s strengths and weaknesses. Take advantage of the full capabilities of your team. Work to fix shortcomings.
- Share information with team members that will allow them to understand their tasks and how they fit into the bigger picture.
- Have faith in team members to set appropriate objectives. Let them do the doing..
- Delegate decision-making authority: This one maybe a bit tough depending on your companies overall decision-making processes. Figure out what decisions go where – and share it with the team.
- Negotiate realistic expectations, then have faith in team members’ ability to deliver what we get paid for.
Provide honest business communication..
- Share the good, bad and ugly results.
- No question – Tell the Truth – always; no sugar coating, no politics, no spin doctoring.
For the team (managers and teammates)
Demonstrate open, honest communication at all times..
- Your word is your bond!
- Share information that is important to others — no hidden agenda.
- Explain reasons behind statements, requests and decisions.
- Recognize healthy friction as a key to critical thinking, and respect another teammate’s right to disagree.
- Criticize constructively by sticking to the issue and not getting personal. Try not to think why someone is doing something.
Make realistic commitments and keep them..
- If you say it, then do it!
- Do not overcommit. It is too easy to always say yes.. If you can’t do it, say so.
- Admit you don’t know something. I would rather hear, “I don’t know. Let me get back to you.” Then some made up answer.
- If you find, because of changing circumstances, you can’t keep your commitment, say so early and rework the commitment together.
Work together – you are already there..
- Be responsive to one another’s needs by offering, and accepting assistance.
- Speak up early – especially if it is bad news. Never shot the messenger! We just saved ourselves a bunch of time.
- Always bring forth potential solutions rather than drop a bomb.
Is this the complete answer? No. I see this as a foundation. Level the playing field for yourself and your team…
- Keys to Empowering Your Staff (stevebellnow.com)