Learn the principles of T.R.U.S.T.!
As a leader you have to develop a compelling vision, design a practical strategy, and be influential. You can apply these 6 principles to be more influential, but if you don’t have the trust of your team, you are not a trusted leader and you will not be able to achieve the results you want.
One mistake that leaders make is to assume that they will have the trust of their team simply because of their title. Trust doesn’t come with the position, it depends on the individual occupying the position. Trust has to be earned. As a leader of a new team you have to gain their trust day by day.
“The ability to establish, grow, extend, and restore trust is the key professional and personal competency of our time.” – Stephen Covey
You can build trust by practicing and maintaining the principles of T.R.U.S.T.:
- T – Transparency. Be clear about your expectations of the team. Describe the behaviors that are acceptable and those that are not. Openly share with your team your goals and targets. Trusted leaders don’t have a hidden agenda. Define the priorities that should be followed.
- R – Recognize Mistakes. As a leader you have to make many decisions, and eventually you will make mistakes. It’s not pleasant, but it means that you are trying new things and moving forward. When you do make a mistake, recognize it. If appropriate, analyze it with your team. Learn from it. Don’t try to hide the mistake or blame others. If the mistake was the result of the actions of your team, it is on you. Don’t blame the team. At the end, you are responsible for the results of the team. Recognizing mistakes will earn the trust of your team.
- U – Uncompromising Integrity. Honor your commitments. Keep your word. Do the right thing, even if it’s hard or you don’t feel like it. People trust leaders who do what is right instead of what is easy.
- S – Skill. Keep current on the important aspects of your business. Show that you understand the key issues and can advise your team. Make it a habit or reading and learning new information. And share the knowledge with your team. People trust competency.
- T – Timely Feedback. The best feedback is given in the moment. Don’t wait until the formal evaluation process. You have described your expectations clearly, when you see a deviation address the situation directly with the person, in private. Be very specific describing the situation and how it deviates from what was expected. End on a positive note and give the person the opportunity to act on the feedback. Also, be on the look for great results that exceed expectations. Recognize those immediately, and when appropriate, celebrate them with the team. Your team will know that you are fair, and therefore will trust you as their leader.
