Trust is most crucial factor of human psychology and even more crucial at work.
The most fragile emotion of human psychology is Trust. There is a saying.. Trust is difficult to establish, hard to maintain and easy to break. So essentially the most fundamental ingredient of human relationships.
Organisations having trust imbibed in their culture are tend to be more successful, flexible and employee friendly. But who has the responsibility of creating a trust worthy environment and sustaining it? It has to be a top-down approach where the responsibility lies with Top Management to instill a trust worthy environment by setting up examples for team to follow.
Workplace transparency and trust is quite complicated. And when it comes to leaders, it is even more complicated. There are two approaches to create a trustworthy environment. Simply Trust or Trust, but verify. Applying "Trust, but verify" can be trust limiting approach top management commonly make. It can be a destructive approach when it comes to saving the relationships. When the outcome is crucial and significant more than relationship, use trust, but verify. This approach is basically used by those who believe "people need to earn trust".
Most of us have a higher than average perception about ourselves, often obstruct our vision to our shortcomings. The same illusory superiority also applies to us when we overestimate our own qualities and abilities. Similarly with Leaders. The better than average illusion is the key reason, they are not interested in building trust at work. The leaders want organisational trust, management trust and the social trust but when it comes to trusting their team, their approach is trust, but verify. And it's not a personal problem. And in today's scenario, where everything is about trust and potential, these leaders are not perceived as trustworthy by those they lead but at the same time they are failing to perceive this as about them.
When trusting the team, it is the best practice to get the great results. To produce great outcomes, trust is the essential factor. Be it vertically or horizontally, trust enables the ownership. In an organisation with great values, trust is the dominating factor where great ideas, strategic initiatives and culture of innovation are the key factors of building the environment.
Workplace transparency and trust is quite complicated. And when it comes to leaders, it is even more complicated. There are two approaches to create a trustworthy environment. Simply Trust or Trust, but verify. Applying "Trust, but verify" can be trust limiting approach top management commonly make. It can be a destructive approach when it comes to saving the relationships. When the outcome is crucial and significant more than relationship, use trust, but verify. This approach is basically used by those who believe "people need to earn trust".
Most of us have a higher than average perception about ourselves, often obstruct our vision to our shortcomings. The same illusory superiority also applies to us when we overestimate our own qualities and abilities. Similarly with Leaders. The better than average illusion is the key reason, they are not interested in building trust at work. The leaders want organisational trust, management trust and the social trust but when it comes to trusting their team, their approach is trust, but verify. And it's not a personal problem. And in today's scenario, where everything is about trust and potential, these leaders are not perceived as trustworthy by those they lead but at the same time they are failing to perceive this as about them.
When trusting the team, it is the best practice to get the great results. To produce great outcomes, trust is the essential factor. Be it vertically or horizontally, trust enables the ownership. In an organisation with great values, trust is the dominating factor where great ideas, strategic initiatives and culture of innovation are the key factors of building the environment.
