Nothing undermines productivity and morale in a workplace like a lack of trust.
If people don’t trust you, they find it hard to work with you, invest in you, or pursue shared goals.
Take the time to build trust with those you work with, and everyone will thrive.
Many of the soft skills help to build trust – effective communication, openness and honesty, a positive attitude, and a strong work ethic. Continuously demonstrating that you are trustworthy helps not only build personal relationships but also creates buy-in for your initiatives and projects.
People who are deemed trustworthy by colleagues share some characteristics:
- They are skilled at their jobs
- They are passionate about their work, with a strong work ethic
- They communicate honestly and value transparency
- They have others’ best interests at heart
- They care about people and demonstrate this
- They are self-aware
By analogy, if you have a car, even if you’re like me and you assume cars partially run on magic, you probably do at least know that your oil is eventually going to wear down and deteriorate. And that if you don’t address it, it will eventually cause inefficiencies, maybe even a breakdown.
Likewise, if you have humans working in your company, insecurity is going to introduce inefficiencies and perhaps even toxins into your organization. It’s going to gunk up the works to some meaningful degree.
The difference is, we acknowledge that oil is a legitimate issue that regularly needs to be addressed. No one thinks it’s a good idea, or even an option, to pretend an oil change is not a real concern. Insecurities, on the other hand, we ignore as either a non-issue, as a minor nuisance, or, at most, as a natural occurring condition that we simply have to work around.
We can take steps to significantly increase the level of trust in our cultures—whether your employees are working from home, back in the office, or somewhere in between.
For more than 15 years, Patrick Lencioni’s The Five Dysfunctions of a Team has been on Amazon’s best seller list. The foundation of his model for building cohesive, high-functioning teams is trust. And there are multiple methods to do this, but one he and his team have been using consistently for decades is an intense group discussion around personality assessment results.
He writes: “Some of the most effective and lasting tools for building trust on a team are profiles of team members’ behavioral preferences and personality styles. These help break down barriers by allowing people to better understand and empathize with one another.”
This personality assessment he’s referring to is called DiSC®, and I believe wholeheartedly this is the Cadillac communication tool. DiSC® will deepen your understanding of self and others and will make workplace interactions more enjoyable and effective.
For more information about this powerful tool that will build trust in the workplace, give me a call. I love to talk about it.