All in Workplace
Trust is critical thing for a leader. Without it, employees are less likely to share their thoughts and ideas, less likely to trust your leadership, and less likely to follow your vision. Lack of trust not only slows work, it erodes relationships.
Unfortunately, many people have the idea that if they portray themselves as a perfect leader, their team will have more trust in them. This strategy, however, often leads to less trust – not more.
What does build trust?
In his best-selling book, "The Five Dysfunctions of a Team," Lencioni provides a framework for teams to tackle destructive and dysfunctional behaviors in the workplace. In “The Ideal Team Player,” Lencioni turns to the individual, and identifying three virtues that are important when hiring any person in any role in any organization to be successful. Or, on the flip side, how to avoid hiring a “jackass.”
“A job is about a lot more than a paycheck. It's about your dignity. It's about respect. It's about your place in your community.”
Is this merely political rhetoric? Or does the speaker have a point?
In this instance, my trust in the person and the shared outcome enabled me to trust the process. My confidence In the messenger’s care for me and the faith I had in a positive destination became terra firma on which a bridge could be constructed over otherwise perilous waters of defensiveness, doubt, and insecurity.
The clarity of our common goal, the courage of vulnerable communication, and confidence in our shared relationship empowered me to receive constructive feedback with an assumption of the giver’s positive intent. Clarity, communication, and community provided a pathway through a potentially tumultuous moment.
Although clarity, communication, and inclusion must be priorities for all relationships at work, it is essential as organizations seek to strengthen themselves in the areas of Diversity, Equity, and Inclusion (DEI).
In the absence of true inclusion and inclusive leadership, the “I” in an organization’s DEI strategies represents incompleteness, ineffectiveness, and insincerity.
The absence of inclusion is not only destructive to organizations, it is anti-human, as well.
