Management Principle: Trust

Most people long for deep and meaningful relationships and yet are ever puzzled as to why they don’t work as well as they should. Like an apple pie that’s missing sugar, it looks good to the eye but once you taste it you notice something isn’t quite right. The missing ingredient, preventing individuals and teams from going deeper, is trust. I hope you enjoy this week’s principle and I would welcome your comments in my blog.

Trust. The most important ingredient of any meaningful relationship is trust. In the absence of trust individual relationships lack intimacy, and, with respect to teams there is no hope of achieving a high performing status. Trust is the belief that others have your best interest at heart and will act favorably on your behalf, even after they get to know you better. And, to work, we must reciprocate in equal measure. Vulnerability and authenticity flourish promoting deep, committed relationships–the kind of relationships necessary if you are going to engage in any form of battle together. How do you know if you have trust? Here are some indicators. You engage in a wholesome form of conflict on a regular basis, where you can say what you feel without any long-term, adverse consequences. You are able to focus on issues, not personalities, and collectively resolve problems. You grow in admiration for one another, even in light of human weaknesses. You have a commitment to people as well as common goals. Your context is absent of individualism and focuses more on community.

Coaching questions: What grade would your individual and team relationships receive on trust? What steps can you take to improve?

Read more coaching principles from Dean Harbry on the Internal Innovations website.

Leave a Reply

Be the First to Comment!