Do other people - especially those in your team - trust you?
Everything about managing your team and influencing others depends on earning others' trust in you. If your team members are confident that you'll do the right thing as their leader, they will always accept your authority and guidance.
Trust matters more than ever today.
When teams trust their leaders, they work harder, they work better through disagreements, they are more committed within the organisation longer, they contribute with better ideas and are willing to take smarter risks.
So, how can we define trust?
What is trust:
Trust can be described as the belief that a person intends to do the right thing (character) and knows what to do and how to get it done (competence).
Trust is a combination of Character and Competence.
Character is about your intention to do the right thing. Your team members will trust you if they respect your character. Others will view your character positively if they believe that you:
Value your team's and organisation's work. Show how your team’s work contribute to the organisation’s strategy and success, be a model of commitment to your team, and put the team first.
Value individual team members. Genuinely care about your team members and always take their needs and interests into account. Be respectful and honest, help the team succeed and accomplish goals, treat everyone fairly, and show appreciation.
Are emotionally intelligent. You deal effectively with your own and others' feelings at work - demonstrate emotional intelligence.
Are resilient. You recover from setbacks, frustrations, and failure. Express confidence, take control failures, and be ready to identify actions that will improve challenging situations.
Competence is your knowledge of what to do and how to get it done. To view you as a competent leader, your team must see you as having three types of competence:
Technical: Technical competence can be viewed as "theoretical" knowledge. you know enough about the work your group does to guide others and make intelligent decisions.
Operational: Operational competence is practical, "how to do things" and allows you know how the theory behind your team's work actually gets applied.
Political. Political competence means understanding how to get something done in your organisation. It requires knowing company practices and processes, recognising who has influence, and being clear about other units' goals.
When your team members trust you, they believe that you:
Intend to do what is best for them and the organisation
Have the skills needed to achieve mutually important goals
Deliver on your commitments
Genuinely care about others' well-being
Another important aspect that characterised great managers and leaders is the ability of building trust even among team members. Click here to learn more.