By Celemma Lara, Strategic Coach Consultant
Trust is the foundation of an organization’s sustainability and the cornerstone of leadership. This is built gradually through relationships and, as such, it does not happen overnight.
A leader who generates trust is one who has demonstrated the ability to respond, resolve, understand and especially guide and accompany his collaborators with empathy, integrity and assertiveness in different types of situations through their skills, competencies, character, self-confidence and actions.
In organizations where there is high trust, collaborators present 74% less stress, 50% more productivity and 76% greater commitment, compared to companies with low trust (Zak, 2017).
We can see, then, that trust is an active and observable value that impacts business results; it is desired by every individual and highly valued in companies, as it is difficult to achieve, but easy to lose.
According to several studies carried out on trust in the workplace, there are relevant dimensions to take into account to measure the relationship of trust between managers and collaborators, such as:
Reliability, which is strengthened when promises and commitments are kept.
The demonstration of skills, competencies, knowledge and capacities to do what needs to be done, in a sufficient and adequate way.
The willingness to share information freely and accept new ideas.
The demonstration of concern for the other, being genuinely interested in the welfare and happiness of others.
The ability to create harmony, which is based on congruence, and acceptability, where the parties know that each can act efficiently for the other.
Today, there is a powerful tool to measure the level of trust a leader has built. This tool is based on three dimensions that cover all the previous points. The result of this methodology does not identify trust as the sum of the three dimensions, but trust or lack of it can be experienced in one, two or all three. In such a way to be able to work specifically in the areas that are required.
There is a big difference between having confidence or not having it, which is growth, or stagnation that can lead to failure.
Are you interested in knowing the trust that your managers generate in their collaborators? Write to [email protected] and request an appointment.
