It’s a matter of trust…

Although it was referred to as far back as the mid 18th century, fact checking came to the fore from 2010 onwards, and specifically in the US. This then became the mainstream during a certain US Presidential election and is now very much part of daily life, both inside and outside America. There is a general acceptance that fact checking can correct perceptions, but (personal view only), it does get confusing. I find myself conflicted as to who and what to believe. It feels like the concept behind fact checking has perpetuated an erosion of trust and an acceptance that cynicism is the food that feeds us where the starting point is not to trust, but to be guarded from the outset.

During my career, trust has always been a critical success factor. I guess we all know that the best relationships should work on that basis. An alignment with what both parties want to do, how they behave and what their values are is essential. Equally, it’s important that all risks are minimised, and that systems, agreements and a clear understanding of expectations are in place. In that sense, trust but not with an abandonment of everything else - the best of intentions doesn’t always remain, and differences will arise at some point. This is rarely more pertinent than when choosing your boss or an organisation, but that is easier said than done.

So, how do you define trust and how can you give it with assurance that it won’t be abused. Well, the short answer is that you can’t. There is something about the personality, characteristics and actions of leadership that can define an organisation and inspire trust amongst colleagues. Here are just a few that have guided me:

It’s (not) all about me

The leader whose first instinct is to put their team first and point any credit at that team, instead of themselves, are those worthy of the word “leader”. The good leaders  believe it is their job to create the environment for their teams to flourish and give them the support their teams need to be the best - not the other way around.

Did I mention that I’m a director?

If a leader feels the urge to tell you they are a director, they’re not one. The position of leadership is earned, and not defined by title but instead by their values and how they are displayed, talking of which…

No one’s watching…

A sure-fire way to know if a leader deserves your trust is when they are spotted applying their values and principles when they think no-one is watching. With authenticity at its heart, not only does this show consistency, but it also means that when it is done in front of others, it’s not contrived.

Looking up to looking out

One of the toughest things a leader can do is to give away their “power”. Watch the good ones at work and you will see them entrust those in their teams to get things across the line. They do this because they are confident in their team’s ability and they trust them to do the work, and do it well, whilst never being too far away, or unapproachable if needed.

Watch out for the bus.

If you observe a culture and or leadership style that links accountability with blame, then it’s only a matter of time before that bus comes around the corner. If there ever was a red flag, this is it.

Good leaders plan their own demise

Good leaders don’t see competition in colleagues. They are too self-assured for that because they see their job as supporting, guiding, inspiring and developing their team to be the best version of themselves. Those are the leaders you don’t forget and if you are destined to be one, you can take this approach and pay it forward.

There are many more examples to be had, but suffice to say, spotting the above is a great start in inspiring the confidence required to give that all important gift of trust.