5 Ways to Build Trust, Along With Your Executive Profile

Why does building trust matter?

I mean, it sounds obvious but it’s one of those factors that we can think we are doing…

When in fact we actually aren’t.

We can assume others trust us – but what if that’s not their feeling at all?

What if your boss feels uncertain around you?

What if your senior stakeholders know very little about you at all?

I find a lot of people connect ‘working really hard’ with the assumption that that alone will build trust.

But just delivering results isn’t enough…

Trust requires a lot more than that.

 

 

Why Do You Need to Be Trusted?

I’m sure you’ll agree:

Trust is integral to all positively functioning relationships…

Whether that’s your relationship with your partner, family, friends, colleagues, clients, team members or senior execs.

And according to Stephen M. R. Covey, who wrote the fabulous book The Speed of Trust, trust in your relationships matters because it speeds all interactions up…

And with speed of connection we get increased productivity and greater emotional stability too.

To bring this idea to life…

You could ask yourself this:

If my team were to trust in me – and my leadership even more – what might change?

If my boss or senior stakeholders knew me intrinsically, what might improve?

What might speed up?

How could my own prospects improve?

 

What Happens When Trust is Lacking? 

When trust is lacking…

You have scepticism and doubt instead – even fear – resulting in a slowing of productivity.

When trust is lacking…

People make assumptions, fill in the blanks for themselves and spread rumours about what they think is happening resulting in well, chaos.

When trust is lacking…

Productivity slows down and can even stop all together.

When trust is lacking…

You could miss out on the best opportunities.

 

5 Strategies to Build Trust

If you want to engage and build trust with the stakeholders around you, you might like to think about what else you could do (besides delivering great results) that could help you build trust, along with your profile.

Here are 5 ideas to get you started:

 

Strategy #1 : Be loyal to your team, even if they aren’t there

I’m starting with a quote from Stephen M.R. Covey again, trust is built when you are “loyal to those who are absent.”

It is easy, isn’t it, to criticise or blame someone who is not in the room?

But being loyal to those who are absent from the room also builds trust with those who are present…

And cements the perception that you’re a leader with integrity, who people are more likely to listen to and be influenced by.

 

Strategy #2 : Do as you you say you will

When you make a statement that you’re committed to an action, you’re making a promise both to yourself and to others.

Acting on your commitments builds certainty within the team as well as role modelling the behaviour you want to see in the team as well.

Failing to act on your commitments creates instability in the group and will erode faith in any future promise you might make.

 

 

Strategy #3 : Be clear in your instructions and expectations

Your team wants certainty, (well as much certainty that is possible in a forever-changing, uncertain world)!

But if you can be that leader who stands up and gives clear and precise instructions and who sets clear expectations, team members will know exactly where they stand.

This creates a level of grounding in your team:

They know what they’re supposed to do.

They know why they are doing it.

And the know what is expected of them – i.e. they know what results they are aiming for.

If anything, overcommunicate objectives and milestones and you won’t go far wrong.

 

Strategy #4 Stay calm when things go wrong

Your team is looking for leadership; they aren’t looking for a person who will be able prevent things from ever going wrong.

We all know that change is inevitable.

We all know that problems are likely to arise.

So trying to shield your team from the inevitable is a waste of time.

Instead of shielding the team from uncertainty…

You just want to focus on doing your best steering the ship through the storm.

You don’t need to have all the answers.

Or to even know where things will end up.

But what the team does need is your guidance…

For you to give new instructions and set new expectations when things go off course…

And to help them feel safe, despite the change going on around them.

 

 

Strategy #5 : Give credit where it’s due

Giving positive feedback builds trust.

Publicly calling out positive behaviours also shows the team what behaviours are needed for the team to be successful.

Acknowledge the input of team players in the presentations you present to senior leadership on your team’s behalf.

Let the team know how their work was received.

Helping individuals feel valued and acknowledging their contribution is an easy way to build trust, along with your own executive profile.

Hope you loved these strategies!

Rebecca x

P.S. Do you want to get started, building your executive profile within your organisation?

Get started by downloading my awesome free resource: ‘The 7 Habits of Female Execs Who Get Promoted’ – Click here