“Trust is the glue that holds teams and organisations together”
The fear of vulnerability: People often struggle to express how they feel because they fear being judged by others.
Consistency: Despite the fact that people claim to be completely trustworthy, they often only trust some people in an organisation.
Past experiences: Focusing on past instances where trust has been lost or broken down, can influence our present thinking. I’m sure you have looked back on times when trust has been compromised and what happened as a result.
A lack of support: Some organisations do not encourage employees to be pushed in a supportive way therefore people can often feel suppressed around their thoughts, ideas and feelings.
No clear purpose: In some organisations, the purpose or WHY is not clear. If the leader is unable to clearly see the direction the organisation is going or his or her intentions, trust can be compromised.
An absence of skills and knowledge: Unfortunately, some leaders are not equipped with the necessary skills or knowledge to manage conversations or behaviours around trust.
A need to protect yourself: When trust breaks down in an organisation as mentioned above it can be difficult to claw it back. When people lose trust, there is also a need to protect themselves.
A presence of ego: Some leaders tend to lead with egocentric capabilities and are so busy looking after themselves, their reputation and hiding their weaknesses that they fail to look after the needs of their team and organisation.
Blame: Blaming can exist in an organisation and when this way of being develops in an organisation, it can be difficult to trust people.
Not seeking help: Trust can break down when people are unwilling to ask for help and provide constructive feedback to others.
Individual vs. group needs: Often within an organisation, there is more an ‘I’ rather than a ‘we’ culture. An unwillingness to teach and support others can lead to a lack of trust.
Not collaborating effectively: Unfortunately, some people find it challenging working and collaborating with others which can lead to trust issues.
"Trust is knowing that when a team member does push you, they’re doing it because they care about the team".
- Patrick Lencioni
“If we don’t trust one another, then we aren’t going to engage in open, constructive, ideological conflict. And we’ll just continue to preserve a sense of artificial harmony”.
- Patrick Lencioni
sean bailey managing director – company owner m +64 21 059 8305 e sean@empoweryounz.co.nz christchurch new zealand w empoweryounz.blogspot.com
“Helping organisations thrive, by enabling and empowering leaders”
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