Tag Archives: Trust

Quote for Sept 11th

Team IdeasDiscipline and unconditional support is earned by understanding and trust and inclusion. Not by isolation, not by nasty tricks.
Colm Keaveney 

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Interesting Articles from March

Businesswoman Sitting at Desk ReadingHere are some of the interesting articles that I read during March.  I hope you find them interesting and find some helpful information.

Leadership:

  • This is a great look at how to handle mistakes.  I have long been a believer that when things go wrong the best thing to say is “I made a mistake” and move forward from there.  From Dan Rockwell at Leadership Freak. I Made a Mistake
  • From Mark Hopkins at Great Leadership is a wonderful reminder that developing trust goes a long way towards helping teams perform better and achieve more.  The basis of this approach is “Carefrontation”.  Carefrontation – Ultimate Leadership Trait
  • An interesting look at leadership in today’s world from Switch and Shift.  Leading today is very different than it was even 10 years ago; the speed of change and communication has changed the leadership landscape.

 

Here are some of the interesting articles that I read during March.  I hope you find them interesting and find some helpful information.

Leadership:

  • This is a great look at how to handle mistakes.  I have long been a believer that when things go wrong the best thing to say is “I made a mistake” and move forward from there.  From Dan Rockwell at Leadership Freak. I Made a Mistake
  • From Mark Hopkins at Great Leadership is a wonderful reminder that developing trust goes a long way towards helping teams perform better and achieve more.  The basis of this approach is “Carefrontation”.  Carefrontation – Ultimate Leadership Trait
  • An interesting look at leadership in today’s world from Switch and Shift.  Leading today is very different than it was even 10 years ago; the speed of change and communication has changed the leadership landscape. 6 Contrarian Reasons Why You’re Lucky to Be a Leader Today

 

Productivity:

  • Life Hacker reminds us that spending highly focused time on a project is better than spending ling hours getting it done.  Do Less and Focus Hard – If You’re Busy You’re Doing Something Wrong
  • Do you have problems keeping track of everything on your calendars?  Between work and home many of us have multiple calendars that must be combined to see what is happening next.  Here is a wonderful way of streamlining your calendars from Simple Productivity Blog.com.  Streamlining Calendars
  • When we are in a position where we say “Do more with less” it is counterproductive.  Dan Rockwell shows us why it doesn’t work long-term in this article. Why Do More with Less is Stupid

 

Hope you enjoy these articles.  Please share what has inspired you recently.

Productivity:

  • Life Hacker reminds us that spending highly focused time on a project is better than spending ling hours getting it done.  Do Less and Focus Hard – If You’re Busy You’re Doing Something Wrong
  • Do you have problems keeping track of everything on your calendars?  Between work and home many of us have multiple calendars that must be combined to see what is happening next.  Here is a wonderful way of streamlining your calendars from Simple Productivity Blog.com.  Streamlining Calendars
  • When we are in a position where we say “Do more with less” it is counterproductive.  Dan Rockwell shows us why it doesn’t work long-term in this article. Why Do More with Less is Stupid

 

Hope you enjoy these articles.  Please share what has inspired you recently.

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Trustworthy vs Trusting

Do your employees trust you?  Can they count on you to follow through on your promises?  Will you have their back when things go wrong?  These are questions that can help identify the health of your team.  If you team trusts you then you will be more effective in assigning work and having them follow through properly.  It will also carry over between the members of the team. 

So the first question that you should ask yourself to see how well your team is doing in this area is this: Do you trust your team members?  The first step in getting people to trust you is to trust them.  It’s hard to do, but in reality trust is given not taken, so you must put your trust in others first.  Now this does not mean doing it blindly, hold them accountable for the results that are asked of them.  Empowering people to do their jobs without micro-managing ever step along the way will show you trust them to do what needs to be done.  Follow-up on what do they need from you, how you can help them instead of what have they done so far.  This will show them you trust them to take the appropriate actions and that you will help them remove road blocks and obstacles. 

Another step to take to build show that you value your employees is to ask them for feedback and listen to what they have to say.  Solicit ideas for how to do things better, faster, more cost effectively and then act on these ideas.  While getting these ideas, stay quiet (this is the hard part) only show that you are actively listening to what they have to say.  When you decide what you will act on give credit where it is due.  Showcase the creativity and initiative of your team by highlighting their contributions and give them the limelight.  This shows that you want them to succeed.

As you learn to trust your employees and you help them to succeed in their positions then they will begin to trust you.  When you listen and act on their ideas and you trust them to get the job done on time and done well you are building trust between you and your team.  When you ask how you can help you need to follow up on their needs.  The more you invest in helping others the more they will trust you to be there.  When someone trusts you they will go the extra mile to help out and will work to hold your respect.  This will build the effectiveness of the team because they are proud of their leader and their team so they will strive to excel in everything they do.

The key to being trustworthy is to place your trust in the team you have around you.  Aid their success and demonstrate your trust in them.  Hold them to high standards; hold them accountability for their actions and results.  When you give trust to others they will start to trust you in return.  Act the way you want others to act and they will follow.  So be trusting to become trustworthy.

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Trust in Teams

Today’s workplace is filled with teams and team work is critical to the success of businesses.  It allows people to accomplish more by working with others than they would individually.  As leaders we trust the team to get the job done.  For this to happen reliably the team has to trust in each other.  How does this trust get built?

The team has to develop trust that each person will do their part and support the team’s mission.  This trust is built one step at a time through delivering on commitments.  Daily contact and success in meeting the goals helps to build this rapport.  However this can be difficult when the team is not located in the same office or work the same shift.  More and more teams are spread out across geographic areas and crossing shifts.  Doing more with fewer people means more collaboration between the remaining crew.

To help set up the team for success it is imperative to help them build trust in each other and in you.  Here are a few ways that you can help set the stage for a high trust team.

  1. Clear goals.  Having clear goals where each individual’s performance is tied to the success of the team creates a sense of interdependence. 
  2. Accountability.  Stress the importance of being accountable for performance.  If each person knows that they must own their actions and will be held accountable for them they will follow through on commitments.
  3. Model integrity.  Along with accountability demonstrating integrity in each aspect of the work day will show that you are trustworthy.  Set the standard high on integrity, as seen in your actions, and your team will rise to the same level of trustworthiness.
  4. Create interaction.  Trust is only built through interaction that shows commitments will be honored.  The team needs to get to know each other and learn each other’s strengths.  This will help build an understanding of how each person performs over a variety of situations.
  5. Celebrate success.  When milestones have been reached successfully, recognize the team’s efforts.  Celebrate the wins and reinforce the value of teamwork.

Trust starts with one person having faith that someone else will deliver on their commitments.  It gets stronger over time through continual successful fulfillment of expectations.  The more trust the team has in each other and in their leader the higher their performance will be.  They will continue to rise to the challenges that are facing them because they know someone has their back. 

Trust is the foundation of solid teamwork.  It’s built each day through the actions and interactions of each member of the team.  Trust in them and they will trust in you.  Take the time to help make that foundation strong and solid and you will be rewarded with a high performing team.

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