back COUNSELING Building Trust    From Built on Trust: Strengthening Leadership Culture training course 10 Actions Leaders Can Take to Build Trust 1. To build mistrust: Talk with others about problems you are having with a peer without doing everything reasonably possible to solve the problem through direct communication with that peer.     To build trust: Solve problems through direct communication at the lowest equivalent level: yourself and peers; yourself and your direct manager; yourself, your manager and her manager. 2. To build mistrust: Take credit for yourself, or allow others to give you credit for an accomplishment that was not all yours.     To build trust: Share credit generously. When in doubt, share. 3. To build mistrust: Make a pretended or "soft" commitment, e.g., "I'll respond later."     To build trust: When in doubt about taking on a commitment, air your concerns with the relevant parties. When engaged on an ongoing commitment, communicate anticipated slippage as soon as you suspect it. 4. To build mistrust: Manage/supervise from behind your desk only.     To build trust: Spend "informed" time mingling, asking non-assumptive questions, making only promises you can keep , working back through existing lines of authority. 5. To build mistrust: Be unclear or not exactly explicit about what you need or expect. Assume that anyone would know to do/not do that.     To build trust: Be explicit and direct. If compromise is productive, do it in communication, not in your mind alone. 6. To build mistrust: Withhold potentially useful information, opinions or action until the drama heightens, thus minimizing your risk or being wrong and maximizing credit to you if you're right.     To build trust: Be timely; be willing to be wrong 7. To build mistrust: Communicate with undue abruptness when others venture new opinions or effort.     To build trust: Acknowledge the intent and risk of innovation first, then address the issue with your honest opinion. 8. To build mistrust: Withhold deserved recognition at times when you yourself are feeling under-recognized.     To build trust: Extend yourself beyond your own short-term feeling and validate success or new effort. 9. To build mistrust: Hold in your mind another department's productivity or behavior as a reason for less cooperation.     To build trust: Get in direct, tactful communication, airing your problem and seeking win/win resolution. 10. To build mistrust: Have performance evaluation time the only, or primary, time for coaching input.     To build trust: Schedule regular meetings for input and feedback for those reporting to you; develop systems for floor people to evaluate supervisors and managers.    © 2009 Learning Center Incorporated • All rights reserved. For free consultation on your critical team/leader/performance issues, or leadership training seminars in California or your own state/country email info@learningcenter.net . back