Building a Culture of Trust

When you are trustworthy, differences of color, culture, religion, personal choices, etc., simply melt away. At the same time, synergistic relationships strengthen you, your friends and your team members. Understanding how to create a culture of trust will help you address questions others may have about your commitment to them, and to objectives that are achievable.

The challenge is that when there is a lack of trust, no one wants to address it! That issue of trust is often centers on an employee’s relationship to their boss. In fact, according to surveys between 57% and 75% of those surveyed quit their jobs because of their boss. (DDI Frontline Leader Project and Gallup: per Brigette Hyacinth/LinkedIn)

So how do you build a culture of trust?

The simple answer is to become more self-aware and learn how to regulate or adapt when necessary. It is the foundation for building emotional intelligence and maximizing your potential. To accomplish this, consider your friends, family and co-workers’ perspective of what trustworthiness looks and acts like. Also think of how it will be received by those who do not have the same personality or mindset as you.

Three Dimensions Impacting Trustworthiness

To build a culture of trust, it is important to be able to recognize the three dimensions impacting trustworthiness, and how each will affect your ability to engage in a meaningful relationship with others – regardless of their personality. As we identify these three areas, it goes without saying that certain personalities will have a greater struggle in some areas and not so much in others.

1. Interpersonal Trustworthiness

Trustworthiness is built interpersonally between you and others. The two distinct factors essential to building a trustworthy relationship are transparency and relatability:

• Transparency – communicating your openness and accessibility allows others to feel like they are “in the loop” even if your news is bad news. In this way others can trust your words!

Build trust by sharing your strategy, vison and shared purpose along with the rationale. This will require various types and methods of communication and honesty, even when it is challenging.

Application: In most cases, this is going to be harder for task-oriented, objective individuals. It will be easier for the people-oriented, subjective person who is more flexible and open.

• Relatability – building individual and professional bonds with friends and team members because they associate with you personally. In this way others can trust your heart!

Build trust by connecting individually and as a group to ensure that others know you understand their challenges and are there to support them. Make sure you interact with them according to their personality by listening and responding in a way they understand and accept.

Application: In most cases, the people-oriented introvert, who is subjective person will be more flexible and open. This is going to be harder for task-oriented introverts who are very objective.

2. Intrapersonal Trustworthiness

Trustworthiness is built intrapersonally by the way you conduct yourself. There is one key essential in ensuring others see you in an anticipated manner - predictability:

• Predictability – developing consistency and persistence creates stability and security in the relationship and illustrates a commitment to mutually shared values and goals. In this way others can trust your actions!

 Build trust by ensuring others you are aligned with them and the organization’s mission, vision and values. Always follow through and keep the promises you make by holding yourself to the same accountability standards as you hold others.

Application: In most cases, this is going to be easier for the task-oriented introvert because it is easier for them to get in the zone. The people-oriented, subjective person is more free-flowing and subject to people and circumstances, so it will be dependent on where they are at the moment.

3. Team Trustworthiness

Trustworthiness is built as we apply and accomplish individually and as a team. The two distinct factors essential to becoming a great team leader or top team performer are feasibility and empowerment:

• Feasibility – ensures that we realize our dreams and plans because of the ability to focus and direct actions that master our opportunities. In this way others can trust your judgment!

Build other’s trust in you by doing your research and homework to ensure you have evaluated the plan thoroughly to ensure there is an opportunity to help and grow yourself and others. In this way both you and others will be able to assess a realistic path of opportunities for growth and development.

Application: In most cases, this will be easier for the task-oriented introvert who loves learning and analyzing. It will be a lot more difficult for the people-oriented extrovert because they are more focused on the concept or overall picture than they are on the details.

• Empowerment – safeguards both yours and other’s capacity for autonomy and self-determination. It is the only way you and others can identify how their abilities impact the objectives and/or organization. Otherwise, they will not be encouraged or inspired to perform. In this way others can trust themselves!

Build other’s trust by allowing them to fulfill their responsibilities and roles by coaching and mentoring them, rather than dictating and demanding they adhere to your directives. Above all else do not micromanage them. Recognize the value of their mistakes so they can see how to create the potential of growth.

Application: In most cases, this will be very difficult for the strongly task-oriented, structured and detail-oriented person. For those with a strong, subjective, people orientation it should be much easier, especially if their people orientation is more extroverted.

Our Need for Healthy Collaboration

Regardless of our race, creed, color, etc., trust is an inherent human quality.

Regardless of our race, creed, color, etc., trust is an inherent human quality. Relative to the animal kingdom, humans are born prematurely, with no strong defenses (in the way a tortoise has its shell) and must trust their caretakers. As humans grow, our social instincts steer us toward collaborative trust to survive. That need for healthy collaboration is why we must implement strategies addressing these three dimensions impacting trustworthiness. Doing so will allow us to build meaningful and productive relationships with others, built on trust.

No matter how diverse our backgrounds, we all have one thing in common. We trust people who are:

• On our side – we can relate to them, as they are transparent and connected
• Capable – we can depend on them, as they are predictable and persistent
• Attentive – we can follow them, as they empower us and enact feasible plans

These same dynamics affect our ability to build cultures of trust in our present, extremely diverse, country and world.

If you would like to learn more about the impact of Trust, please download the “5 Keys to Building Trust” white paper we at LifeThrive have complied to help you

###

Dr. Chuck Coker brings more than 30 years of experience as a NYSE company executive and seven years as department head at Westminster (UK). He consults, trains and licenses members of both secular and faith-based organizations, megachurches, parachurches, denominations, and seminaries in his materials. His website is Lifethrive.com. Phone: (904) 838-8585.

Special Offer for Outcomes readers: During the month of September, you can take the LifeThrive Trustworthiness Index Assessment at no cost (Coupon Code for Sept. 2021: Trust100).