Build trust?

I don’t know if you often hear complaints like this around you:

The root cause behind these complaints is a lack of trust. The boss does not trust his subordinates and team members

There is no trust between people, and the company does not trust its employees.

Are you in these low-trust dilemmas, and do you want to improve it?

When working in a team Without trust, cooperation among members will be greatly reduced, which will also become an obstacle to building an efficient team. Therefore, while the team is moving towards the goal and fully motivating everyone, how to clear the obstacles in teamwork is extremely important to achieve the goal.

Social science defines trust as an interdependent relationship, and psychology defines trust as a stable belief. Simply put, trust is confidence. When you trust someone, you have confidence in their character and abilities. When you don't trust someone, you doubt his honesty, his plans, his abilities, and so on.

Our relationship with others is based on trust or distrust. Trust exists between you and others, between you and your team members, between you and the company... ....

In this section, we will work with you to learn what trust is, understand the importance of establishing trust, and learn how to build trust starting from the core elements of trust and get rid of trust misunderstandings. .

So we see that the existence of trust has an important impact on the cooperation between people. Once we establish a high degree of trust, the benefits will be huge, and if trust is missing, it will also It will hinder teamwork and cooperation.

Let’s take a look at the impact of trust.

Collaborate.

I often go to a pancake shop for breakfast. There are many customers in this shop every morning, and there is a long queue at the door. But there is only a price list at the door of this store, but no cashier.

The boss and his wife were busy making pan-fried buns in the kitchen and had no time to collect money from the customers. The guests all calculated how much a few taels of fried pancakes would cost according to the price list, and then found their own change in the change basket at the door.

The boss gave the customer full trust, and the customer lived up to this trust and paid the change consciously and honestly. This trust establishes a good relationship between the boss and the guests, while also creating a pleasant consumption experience for the guests. As a result, this fried pancake shop has many repeat customers, and its business is getting more and more prosperous.

For example, more and more companies now give employees the right to work freely. They can freely choose their office location for one day a week and decide what to do during this time.

It is the enterprise that gives employees full trust and believes that employees will effectively use this part of their free time. Then employees will often use this time to recharge and bring more to their work. Possibility of innovation.

Xinhuiyue Consulting Company once conducted a study that showed that the shareholder returns of high-trust companies are nearly three times higher than the shareholder returns of low-trust companies!

Visible , the benefits of building trust are huge. However, when trust is lost, it can lead to a crisis of trust that can be costly.

Within businesses, too, we often see the cost of lost trust. According to research from consulting firms such as Gallup, the number one reason employees leave is a bad relationship with their boss.

If there is a lack of trust between superiors and subordinates and the inability to collaborate effectively, employee satisfaction and engagement will decrease, which will lead to an increase in turnover rates. Every time a company loses an employee, it spends an average of 1.5-2 times the salary cost to replace the original employee. It can be seen that the cost of lack of trust is high.

For teams, a lack of trust is the primary obstacle to a team achieving high performance. If team members cannot trust each other, treat each other with sincerity, and rely on each other, but instead shirk responsibility for each other when encountering problems, such a team will not be able to collaborate and achieve success.

Trust is the core of an efficient and united team. Without trust, teamwork is impossible.

The benefits of trust are obvious, but the cost of lack of trust is also huge.

Now that we have seen the importance of trust, are you now wondering, how to build trust?

There are six male guests in the variety show "Extreme Challenge", and they have a harmonious relationship with each other. Called brother. But one of the guests, Zhang Yixing, nicknamed "Little Sheep", was criticized by many people on the Internet.

In an interview, he said to other team members, "I hope that even if the world misunderstands me, my brothers will not misunderstand me." One of the guests, Huang Bo, replied: "Why should I misunderstand you?" ?Don’t think too much, we see your essence very clearly, and the recognition is the recognition, there will be no misunderstanding.”

Then why does Huang Bo trust Yixing so much? What is the essence that Huang Bo mentioned? How can we build trust with others?

In fact, between Huang Bo and Zhang Yixing, the elements of trust building are met, so they can trust each other. When you start from the following four aspects, it will help you build trusting relationships with others. Let’s take a look at the four core elements of building trust: reliability, credentials, proximity, and motivation.

The first element is reliability. In order for others to trust you, you must first make people think that you are an honest and reliable person.

Why is reliability important? In the Mandela movie we watched in the last section, when the Sports Commission wanted to ban the Oryx, Mandela rushed to the scene to convince the committee members to keep the Oryx. Due to time constraints, he did not have time to persuade each of them.

At the meeting, he said: "You elected me to be your leader, so now let me lead you," successfully getting more than half of the committee members to vote to keep the Antelopes.

Why are the black commissioners willing to believe in and support Mandela? Because they believe in Mandela's character and agree with his beliefs and values, which is to build a new united South Africa.

Therefore, as an excellent and trustworthy manager, while being an upright and honest person, you also need to know what your core values ??are, and be able to be consistent with your words and deeds, and lead by example. Gandhi said: "If your behavior is contrary to your beliefs, it is dishonest.

You can think about it, will you trust those reliable partners more at work?

So how can you become a reliable person?

To become a person worthy of others' trust, you must be honest and reliable with others, set an example in the team, and be consistent in your words and deeds; do not over-commit. , don’t write blank checks, make sure you keep your promises, be consistent with your actions, practice your values ??and principles, and be honest with yourself and others, this will greatly enhance your reliability.

< p> At the same time, as a manager, in the process of getting along with subordinates, he actively takes responsibility, gives employees room for trial and error, and allows employees to grow in a more free and inclusive space. This is also a reflection of the manager's reliability.

The second element is professionalism.

If you have the knowledge, skills, experience required to complete the job, or have a similar record of success, it will increase others' trust in you.

Why can professionalism increase others’ trust in you?

Recently I gave a client a team-building training, and one of the sessions involved using a large stove from a farmer’s home. Cooking.

I found that the students who were elected as group leaders in this activity were not those with higher positions or older students, but those who could usually cook or cook. Those who cook with firewood, that is, those who master relevant skills, have gained everyone's trust in this activity.

In fact, the same is true for us when recruiting subordinates. Do you believe in candidates with relevant work experience and skills? When promoting subordinates, will you give priority to those subordinates with outstanding past performance results?

I once coached an executive who He is the general manager of a regional branch. The management team members of this branch have been working in this company for several years, and this executive Li was appointed by the group to be parachuted to this region. You can imagine what he faced after taking office. Regarding the situation, the members were polite on the surface and maintained a wait-and-see attitude.

If you were this Mr. Li, what would you do to quickly build the team’s trust in you?

Within 3 months after taking office, Mr. Li worked closely with his subordinates Talk to them one by one to learn about their work, help them solve problems at work, share similar past experiences, and provide support and resources. And he helped the marketing department solve a difficult crisis within 3 months.

By demonstrating his professional abilities and experience and successfully resolving crisis incidents, Mr. Li quickly proved his strength within the team and won the trust of the team. So if you want to win the trust of others at work, you need to demonstrate your professionalism.

So what do you do?

Is it enough that you are reliable and professional? The answer is no. Because if you are aloof and rarely interact with your colleagues, others will think you are cold and they will not know what you are thinking, let alone trust you. So the third element in building trust is proximity.

You may be thinking, I want to get close too, but how?

We have said that the core of leadership is managing relationships with others. The relationship between people becomes closer, the distance between hearts becomes closer, they can understand each other and be honest with each other, and mutual trust will be strengthened.

Mr. Li, whom I just mentioned, invited me to help him conduct several team workshops after initially establishing trust with his team members.

In the workshop, we use personality type tests, team building activities, personal sharing, group discussions and other forms to promote in-depth communication among team members and understand their differences in personality and values. In the past, life and work experience, etc.

Through such a series of interactions, Mr. Li became closer to the team members, and the members were willing to speak freely and express their true thoughts, which further strengthened the team's trust in Mr. Li.

Therefore, if you want to strengthen your closeness with others, you should spend more time communicating with them on non-work matters and understand their personality type and interests.

If you are a team leader, you can create a relaxed and harmonious atmosphere within the team, and often organize team-building activities outside of work within the team to increase understanding between team members and promote trust between teams.

The fourth core element is motivation, which refers to the purpose for which a person does something.

Why is motivation important for trust? Think back to when others come to you for cooperation or help in work or life, do you analyze the other person’s motivations? If you feel that they are different from you If your partner is only out to satisfy your own interests, will you fully trust him in the process?

The motivations for doing things can usually be divided into self-interest (to satisfy your own purposes) and altruism (to satisfy the needs of others). Purpose), ***win (satisfying the goals of both parties).

When working across departments within an organization, if the goals of each department are consistent, mutual trust is most easily established and collaboration is most efficient. However, if the goals of various departments are inconsistent or conflicting, each department will only care about its own goals and interests, and will not be able to trust each other, and departments will not be able to collaborate effectively, reducing efficiency.

Therefore, in daily work, clarifying each other's motivations with the partner before cooperation, and keeping motivations consistent is an effective factor in promoting cooperation between both parties.

The factor of motivation will not only promote cooperation between the two parties, but may also damage mutual trust.

Once upon a time, one of my consultant subordinates, Xiao Zhang, wanted to resign to work in the company as an internal manager. When she came to me to submit her resignation letter, I felt it was a pity. Because I think she has just started to assume the responsibility of a project manager at work, and it would be better for her to continue to accumulate some experience in large-scale projects in her current position, and then transfer to a company.

I think we have a very good relationship and have deep trust in each other.

However, when I was discussing my opinions and suggestions with Xiao Zhang, she suddenly asked me: "Are you giving these suggestions as my boss or my friend?" I was surprised to find that she was suspicious. My motivation was that as a boss, I didn’t want to lose a capable person, rather than as her friend, I was considering her career development.

When it came to leaving my job and changing jobs, Xiao Zhang’s suspicion of my motives instantly destroyed the trust we had accumulated over the years.

Then in a team, you need to maintain constant communication with other members, clarify the goals and needs of both parties when working together, confirm and respect each other's motives, and strive to create conditions for win-win cooperation between both parties.

After understanding the four major elements of trust building, you can develop different elements in a targeted manner based on the current situation of your team.

I also need to remind you that the establishment of trust cannot be completed overnight, it is a continuous accumulation process.

In addition, we still inevitably have many misunderstandings about trust. Here I will clarify it for you and clear away the obstacles on the way to building trust.

For example, some people think that "once trust is established, it will always exist." This is not the case. The story between me and Xiao Zhang shows that when elements of my motives were doubted, Xiao Zhang’s trust in me changed.

Trust will change as factors change. Trust can be created and destroyed.

Others believe that "trust is one-to-one, and trust can only be established with one person at a time." In fact, this is not the case, trust can be passed on.

When you build trust in a subordinate, your trust factor will also be seen by others, and a subordinate's trust in you can be passed on to others. Especially someone like Mandela who sticks to his values, leads by example, and builds trust with the entire country.

Within the team, you can also rely on your moral character, values, professionalism, etc. to establish your credibility within the team and win the trust of members.

A common misunderstanding about trust is that "trust is slow to build." Although trust is a continuous accumulation process, trust can also be established quickly. I have observed many sales managers build trust within their teams within a short period of time after being hired.

Their most common "trick" is to achieve results quickly first, such as improving sales performance, signing orders from major customers, etc. In addition, they will also demonstrate their abilities and rich previous experience within the team.

Of course, another thing is that they will use appropriate opportunities to properly communicate with the team and relevant parties, publicize their achievements so that everyone can understand their abilities and build confidence in themselves.

The last concern that many managers have is that "trust is dangerous and the risk is too great."

Trusting others requires risk. You may express your sincerity but be deceived, or you may not receive corresponding rewards. However, this does not excuse managers from trusting others.

Only when managers fully trust their subordinates and empower them can they stimulate the initiative and enthusiasm of their teams and subordinates. To create a culture of trust within the team, managers must dare to take the lead in showing their true self to the team and give the team full trust.

In this section we learned about the meaning of trust and its importance to individuals, teams and businesses in terms of both benefits and costs.

Next, I worked with you to learn about the four important factors that influence trust: reliability, professionalism, approachability, and motivation. And clarified four misunderstandings about trust. You realize that trust can be created or destroyed, trust can be transferred, trust can be quickly established, and managers must dare to be the first to give full trust to the team.

I believe that next, you can build a better trust foundation for the team in the team, and you can also build high-trust relationships with other people at work and in life.

Trust is the foundation for building an efficient team. We know that if a team lacks trust, it will affect the team's efficient cooperation and cause conflicts between teams.

In addition, because everyone has different personalities and backgrounds, various conflicts will inevitably occur in daily cooperation. When faced with conflicts, how should the parties involved in the conflict deal with them rationally, and how should third parties intervene? Mediation?

In the next section we will discuss conflict management with you.

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