Building trust and resilience
This topic is something you might not have considered. Promoting honesty and dealing with the inevitable changes in an ever-changing world is of primary importance for every leader. Creating relationships built on trust and having the tools to be resilient are crucial in creating a safe workplace and a stable place for all to work.
How to set expectations for your employees
It is unfair to believe that your expectations are evident to your employees. Not everyone thinks alike. What is routine to you may not be familiar to others. How can anyone meet your expectations if they don’t know what they are?
Accept input and feedback from your people
No employee wants to be viewed as a number or just another worker. Each wants to be considered a valuable, contributing team member. What better way to do this than to seek each member’s input on various issues? Some issues will require an executive decision, but there will also be situations when it is appropriate to gather and assess the feedback of others before making a final decision.
Giving honest feedback to others
When giving feedback, it may be tempting to say what you believe the other person wants to hear, but doing so is a disservice to that person and non-beneficial to you. The purpose of feedback is to highlight strengths and make the person aware of potential areas for improvement. No matter how great a job one is doing, there is always something that can be done better or more effectively. Don’t rob that employee of an opportunity to grow. On the other hand, if all you focus on are areas for improvement without commending the employee for what they are doing well, you are robbing them of a chance to shine.
When giving feedback that requires change on the part of the employee, make sure you are specifically focusing on the behavior that needs to be changed, not something that can’t be changed, such as the employee’s personality. Also, be timely in your feedback, set clear expectations of change, and gain the employee’s commitment to do so.
Two methods to get the input you want?
Use a formal means of obtaining input, such as a questionnaire, but an informal, word-of-mouth method can be equally effective. Once the ideas have been evaluated, action must be taken. This does not mean that every idea will be implemented, but employees must be given some indication that you are listening and on board with executing necessary changes. Any ideas that will not be used should be addressed, and an explanation should be given as to why they were not used. Don’t forget to give credit where it is due! Check out my blog post on Facilitation for Leaders.
If you want to build trust quickly, try delegating.
“If you want something done right, you must do it yourself.” While this may be true in some instances, it is not always the case. You do not want to develop a mindset that says you are the only one who can successfully perform a particular task. Putting that responsibility on yourself is not healthy for you or the employees around you. When you delegate you are sending a signal that you trust and respect them.
Build trust by creating respect for all
If you’ve heard my T.R.I.P. formula for success in my Wednesday Morning Memo, you know the importance of respect. You know the R stands for respect. Respecting others should go without saying, but unfortunately, sometimes people forget that respect should be afforded to everyone. Let’s take a look at some areas to keep in mind when thinking about respecting others. The key is to treat others the way you want them to treat you. Below are five ways you can improve and focus on respecting others.
If you want to build trust quickly, try delegating.
“If you want something done right, you must do it yourself.” While this may be true in some instances, it is not always the case. You do not want to develop a mindset that says you are the only one who can successfully perform a particular task. Putting that responsibility on yourself is not healthy for you or the employees around you. When you delegate you are sending a signal that you trust and respect them.
Using verbal and non-verbal communication in gaining trust
What is verbal communication? You are expressing your ideas with the words you speak. When speaking, most people hear what you say, but perhaps not your intention behind it. It’s essential to get it right the first time; otherwise, you may have to do damage control. Speaking comes easily for some and not so easy for others. If you fall into the latter category, there are ways you can improve this. For example: practice what you are going to say before saying it. Granted, it’s not reasonable to practice everything you say, but there are those times when what you say will have a significant impact, and you don’t want to leave any room for misinterpretation.
For many, non-verbal communication can be challenging to master because you are not consciously aware of what you are “saying.” However, it is vital for you to be mindful of your non-verbal communication and ensure it supports your intended message. Again, not doing so can give the impression that you are not being transparent or are an untrustworthy individual.
Want to learn more about creating trust and resilience? Consider my eLearning course on this topic. Creating relationships that are built on trust and having the tools to be resilient are crucial in creating a workplace that is a safe and stable place for all to work. Be sure to check out my Wednesday Morning Memo on successful small business leadership.
You can find out more about all my courses at chidgeyleadershipmethod.com. When you take and complete this course, you’ll also get a free 45-minute coaching session with me.