The very fabric of our human ecosystem is grounded in our need to trust and be trusted. It is fundamental to almost all aspects of life and our interactions. We trust the grocery store where we shop, and that the container of super greens we purchased is in fact triple washed as indicated on the label. We trust our partner who said that they remitted payment for the car insurance and the insurance company will approve a claim for the fender bender.
There are countless activities throughout the day where we grant and are extended trust. It has no independent existence plus it both arises and disappears across the trust experiences.
The human brain is wired to lead us to trust and collaborate with those in our inner circle and those outside our immediate social group. Our ability to share people’s emotions plus our motivation to cooperate and connect with others are neurological factors that allow us to trust. Experiments around the world have shown that although humans are naturally inclined to trust others they do not always do so.
Essential to cultivating trust is understanding its drivers on both personal and organizational levels. The pandemic shined a spotlight on the integral mutual relationships between the individual contributor, leadership, and the mutual success of both along with how fragile trust can be.
Leaders who demonstrate ethical business practices while focused on facilitating a trusting environment centered on a growth mindset reap the benefits of a stronger organization. They cultivate systems that engage and motivate employees who see the alignment between their purpose and the strategic direction of the organization.
It is not sufficient to populate teams with more diverse perspectives and experiences. Actively cultivating an inclusion mindset, creating conditions that allow diverse team members to bring their unique perspectives and experiences to the process will result in trustworthy behaviors and engaged participation. The diversity of organizations necessitates a multi-stakeholder approach, tailoring communication to individuals and gaining a sense of trust.
Employees in these high trusting environments are encouraged to exchange ideas and experiences to fully realize their own capacity and power. Engaging colleagues in this way energizes them professionally and boosts authenticity. According to Lencioni, “when ‘trust’ is present, I’m ready to be ‘vulnerable’ and to share my ‘vulnerability.’ Their performance and well-being improve.”
The impact of mistrust at the organizational level is decreased employee motivation, translating to impaired productivity and engagement. The more employees feel mistrusted, the more they worry about their performance, which increases their anxiety levels.
It is no surprise that organizations centered around a trusting culture have a more engaged workforce. Employees are cooperative, collaborative, and connected with their colleagues, often staying longer with their employers. High trust organizations help people develop personally as well as professionally. These organizations improve how people treat each other, creating an environment of well-being.
The Trust Wheel is a way to assess how you’re leading with trust and the ways in which you grant or receive trust:
Of the eight attributes listed, how would you rate on a scale of 1 – 10 with 1 how you’re not demonstrating the attribute and 10 you’re fully focused on the attribute? Share the Trust Wheel with your circle of influencers and ask if they would rate how you demonstrate these attributes to see where there are alignments and gaps.
Trust is precious and an essential capital for relationships that requires frequent, consistent monitoring to maintain its capacity. Even when trust co-disappears, there are remnants of materials used to construct the truss for the relationship.
We live in a fluid and dynamic society and are always in transition. Trust means many things to different people. What bolsters trust across the dimensions of your circle of influencers? What are your internal structural components? Share with us the results of the Trust Wheels exercise.
At BETA Coaching and Consulting, we strengthen inclusive well-being strategies through forging trusting relationships with our clients.
