[vc_row][vc_column][vc_column_text css=”.vc_custom_1578308223369{padding-bottom: 50px !important;}”]Like effective communication, every organization aims for trust. Unfortunately, although many hold it as a core value, very few organizations have a shared definition of what trust is. Even fewer have models for how to build, maintain, and repair trust. Most of the organizations we work with want more trust but do not understand where trust (and distrust) originate.
What is trust? We say that trust is an emotion, and it is a skill. Every emotion makes available to us a particular action. Ambition makes it possible for us to seek out possibilities in the world; sadness allows us to grieve what we have lost. Trust is the emotion that allows us to ‘coordinate action with others.’ When we trust others, we work with them easily; when we do not, we avoid or micro-manage them. It turns out that liking each other has much less to do with working together effectively than trust.
Every organization is able to function because some level of trust is present. Without trust, there would be no organization. However, and this is key when the trust level is low, it takes an enormous amount of energy to produce results and when the trust level is high, things flow easily. So, if your organization lives with a low level of trust, what can you do about it?
Solution
- Adopt a clear, simple model of trust for your organization or team.
- Start talking about trust and make it a commitment of each person in the organization to learn about trust. Remember, trust is a skill and can be learned.
- Learn to have conversations that create, maintain and repair trust
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