There’s a strong link between leadership trust, and feeling that we belong at work. When we have trust in leadership and peers, we get a strong sense of belonging and that delivers great things for a business. Whether it’s leading a group of people in an office setting, managing teams remotely, or more likely, leading a hybrid workforce, it’s critical for leaders to build and maintain trust with their people.
Leadership trust creates the stable foundation for employees and their organizations to flex, adapt, and thrive in times of continuous change.
The behaviors that build trust are the very behaviors that manage change. Trust building helps teams step into ambiguity, stay committed to managing the unknown with confidence, and embrace change as an opportunity to learn, grow, and do great work together.
What Is Leadership Trust?
Trust means “uncompromised by doubt.” In the workplace, people can’t do their best work if there is doubt in intentions or capabilities, the direction or viability of the organization, or, most importantly, if they doubt their own ability to keep up with the demands placed on them. This is especially true in today’s environment of complex change and ambiguity, when employees are being asked to do more with less.
Leadership and trust in the workplace is reciprocal and created incrementally. To inspire trust from others, leaders need to also show trust in them.
Effective leadership requires knowing how to build and keep trust, whether it’s with individuals, on teams, or across the organization.
Building trust as a leader
Leading effectively in times of disruption requires the ability to build leadership trust in challenging environments. Within organizations, change happens on 2 sides:
The structural side.
To address the structural side of change, leaders need to leverage strengths and create commitment across the organization.
The people side.
To address the people side of change, leaders must connect with people emotionally, recognize where they are in the transition process, and model resiliency, curiosity, and compassion.
Trust is built by balancing these 2 sides of the change equation along very specific lines that often feel like paradoxes.
Why is leadership trust so critical for company success?
We all know that trust is a good thing: at home, in personal relationships, and at work. In business, trust:
Trust gives power to get the job done
Trust in leadership gets the job and managed optimally for success, that’s a powerful thing. And that power breeds confidence, respect for leadership, and employee engagement.
Makes one fearless
Mistrust makes employees feel afraid: of making mistakes or a bad decision, for their job security, of their co-workers, even. And nobody can do their best work when they’re worried or scared. In a well-led environment of trust, employees can take risks, make mistakes, fail and learn, and seek guidance and support. A business is stronger for that.
Drives innovation
When a team trusts their leader, they’re empowered to speak up, share ideas, express opinions, and offer solutions. And with a diverse team, where people can be their authentic selves, you’ll hear different perspectives and things you may not have thought of.
Encourages future leaders
Effective leadership is admired, and a role model for employees who aspire to leadership themselves. Successful leaders are resilient in adversity, take responsibility for their own results and performance, and become better. Their strengths develop other great leaders.
Engages employees
Leadership trust is the highest-ranked motivator of employee engagement, at 77%, higher than the organizational culture at 73%, and opportunities for career growth at 66%:
How to build leadership trust?
Build trust
As mentioned above, the idea that ‘trust must be earned’ is an outdated one. How about this cutting-edge idea that instead, leaders trust their employees from day one, and continue to do so? Chances are, the majority of employees will reward that trust, and trust leadership back.
Be dependable
Leaders build trust when they are there for their team, supporting, checking in on them, and sharing expertise. Members can achieve so much more when they know their managers have their backs, and they are empowered to do their jobs, particularly where risk and innovation is concerned.
Lead by example
“Do as I say, don’t do as I do” is as outdated a concept as earning trust. The best leadership builds trust by modelling the behaviors they expect of a team and setting an example.
Be honest
There’s no better way of building trust than by being honest. When a team knows the truth they can deal with it, whereas dishonesty and cover-ups distort reality and make solutions impossible. Leaders who act with integrity ultimately get better team performance results.
Care about employee wellbeing
Empathy is an important attribute of a successful business leader. And empathy shows itself best when leaders genuinely care about the mental and physical health of their team members – whether they are remote workers or in the office.
Actively listen
When team members voice their wants, needs, and concerns, it’s essential that their leader listens. To maintain trust, a leader must recognize feedback as valuable insights to drive better results, then use their professional expertise and knowledge to act on what they have heard.
Give helpful feedback
Feedback works both ways when it comes to trust-building. Not only must a leader listen to feedback about themselves, but they must also have the ability to give constructive feedback to team members. This is where 360 feedback is critical – managers, peers, direct reports, and the person themselves all give their input and everyone benefits.
Trust as a leader
The best leadership, and individual leaders, build trust by setting out:
- Aclear strategy for the organization
- Achievable goals for team members
- Real-time communication
- Skills and resources to focus on those goals
- The commitment to stepping back and trusting people to do their job
- Being available for words of advice, but not micromanaging
Ultimately, create trust by setting clear goals, empowering workers to do their job, and leaving them to it. Leaders build trust by treating employees as the responsible adults they are.
