What would happen to your team if you gave each member the gift of trust? Not the type of trust that requires proof…but an authentic trust…a willingness to put yourself in their “hands with the complete and deliberate awareness that you may be disappointed?”[i]
Interesting question, isn’t it? You might be thinking, “You can’t do that. Everyone has to prove themselves. I won’t trust so-and-so until they prove they are good at ________. “ Do you realize how frustrating it is for your employees (or other significant relationships) to wait for you to decide to trust them? Do you realize how much more work you take on because you are unwilling to give authentic trust? Do you realize that as a leader you are impeding the growth of your business, organization or team (or family)? How can your team grow if you only trust them to do what they have proven they can do?
High performance teams cannot develop without the willingness of the leadership to bestow authentic trust on each member. Trust empowers the recipient, creates the space for them to step up to meet your expectations and discover their full potential. Trust also frees you to focus on other important tasks, allowing you to be a more effective leader.
If you are in a leadership position today, chances are someone took a chance on you. You didn’t necessarily merit the chance. Remember that feeling? A little anxiety as you took on the task. A sense of accomplishment and pride when you succeeded. That one person’s trust made a difference in your behavior and your life. The greatest reward though came through the relationship with the one who trusted you. It expanded and grew deeper. Remember that feeling? BTW…did you ever say Thank You? It isn’t too late.
Only an authentic leader can bestow authentic trust.
[i] Degraffenreid, Blazing a Trail to Success: The New Art & Science of Acknowledgment
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Nice post. Thanks for sharing….
Authentic Trust = Empowered Employees = Authentic Leadership = Best Results = = = = , etc.
What a good concept, Leslie, and so clearly presented.
Thank you for this post today. And, while I am here, I wanted to compliment you as well on the look/feel/design/simplicity of your blog.
My best to you,
Joanne Maly
Lincoln Maly Marketing
Thank you, Joanne for taking the time to check out my musings. I have a great team working with the site as well. If I can be of service, please feel free to contact me.
Best wishes for your success!
Leslie
Leslie, great post. This is a key factor in building the credibility necessary for building high-performing teams. If we insulate ourselves from the risk of a team member failing, we never really bestow any trust. We must take some calculated risk. But at the same time, we also must give all the resources and support possible and do everything we can to help that team member succeed. Too many small-minded bosses use a chance to fail as an excuse to never trust again.
Very thought provoking. Thanks, Mike…