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What does working in a team based on trust mean to you?

What does working in a team based on trust mean to you?

How do you build trust in your team?

Published Article, how do you build trust in your team, Rose Davidson, DOES Biz, Administrative Support for Small Business

I was a participant in a conversation in an online Facebook group today and the topic was – What does working in a team based on trust mean to you?
It prompted me to write an article for my own Facebook group’s monthly newsletter.
I had mentioned this to the person who had originally posted the question and he asked me to send him my article and he would publish it.
The article was published, in part, on these two websites:
  • Business Builders Group – a worldwide community that helps SME owners and leaders grow; through professional development, collaboration and the generation of warm referrals from people that they know, like and trust.
  • Business Strategies International – who assist companies grow by helping them raise capital, access government grants and recruit, coach, train and connect business. We are uniquely positioned to work with high potential companies because we understand the issues and offer practical solutions.

See the entire article below:

I wanted to share with you my feelings on trust in the workplace which was prompted by a post in a Facebook Group recently. The poster asked, “I am writing an article on building a team based on trust. What does working in a team based on trust mean to you? Can you give me an example of how you build trust in your team?”
My comment was, “Trust has to be earned, not demanded.” I had agreed with a previous comment, “do what you say and say what you do.” I further went on to say, “Be honest and be willing to compromise when necessary.”
Trust is mysterious and often elusive. No one can tell you exactly where it originates or how it develops. The trust process is incomprehensible. You can’t fake it. You can’t go through the motions or pay it lip service. However, TRUST begins with YOU! You need to trust others as a lack of trust can ruin relationships – both personal and business.
In the world of business today, trust is more important than ever, especially when it comes to relationships with clients, customers, employees and all stakeholders in your business.
But what do we mean by trust? Webster’s dictionary defines trust as the assured reliance on the character, ability, strength or truth of someone or something.
When it comes to the issue of employee performance in an organisation creating a sense of trust is one of the key factors to be considered. Trust forms the basis of all relationships and interactions. It is just as important in professional relationships as it is in personal ones.
A company that is able to create a strong sense of trust in the workplace is better able to weather the storms throw up by the competition and have a clearer vision of what the company stands for.
If a workplace is able to foster a strong sense of trust within their organisation they can see a number of benefits including:
  • Increased productivity amongst staff
  • Improved morale amongst employees and staff
  • The ability to work more effectively as a team, rather than individuals
  • Reduce the time to make and discuss key issues as each individual trusts in the judgement and expertise of their colleagues.
Some common ways to assist with building trust are:
  • Creating an open door policy where staff can communicate with you about their concerns without any fear of judgement or retribution.
  • Taking proactive action to involve yourself in understanding the issues that led up to the loss of trust between you and your team.
  • Seek the counsel or other managers or leaders in the business and have them mediate between the various affected parties.
  • Show that you have changed your management or leadership style in wake of these developments. Action always speaks lower than words.
Trust is essential to an effective team because it provides a sense of safety. When your team members feel safe with each other, they feel comfortable to open up, take appropriate risks, and expose vulnerabilities.
Without trust, there’s less innovation, collaboration, creative thinking, and productivity, and people spend their time protecting themselves and their interests – this is a time that should be spent helping the group attain its goals.

TIPS:

  1. Lead by example
  2. Communicate openly
  3. Know each other personally
  4. Don’t place blame when things go wrong
  5. Discourage cliques
  6. Discuss trust issues
Here are 6 ways that leaders at all levels can build trust by aligning actions with words:
  1. Recognise that building trust takes hard work. Trust must be earned. …
  2. Be honest and supportive. …
  3. Commit to following through. …
  4. Be consistent. …
  5. Model the behaviour you seek. …
  6. Build in accountability.
Build Trust with Your Employees
  1. Trust them and they’ll trust you.
  2. Treat them with respect.
  3. Tell them what you’re after and what to expect.
  4. Learn about their jobs so you have credibility.
  5. Truly listen and respond thoughtfully.
  6. Remember, your relationship with your co-workers and employees is a win/win.
Building Trust Virtually
If you manage a virtual team, then you might be working with a group of people who have never met face to face, or who have never spoken to one another personally. So, how can you build trust between people who are hundreds – if not thousands – of miles apart?
You can apply some of the advice above when you’re working with a virtual team. Schedule a virtual “meet and greet” if it’s a new team, to help everyone get to know one another as individuals. Or, create a web page for your team’s project, and ask everyone to write a paragraph or two about their personal history and interests.
A team charter is still important for defining the goals and expectations of the team. … Keeping your promises is incredibly important in a virtual team because your word is often all you can give. Positive follow-through builds trust quickly and can raise the entire group’s tone and expectations. [ http://www.crowe-associates.co.uk/ ]

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