The subject of trust rarely receives the attention it deserves. At a time when organizations are increasingly relying on technology, the ability for team members to rely on each other often takes a back seat.
Trust naturally comes easier to some than others. Managers need to recognize this, and work to create an open and honest working atmosphere so that all employees can thrive.
Judith Glaser, CEO of Benchmark Communications, Inc., and author of Conversational Intelligence: How Great Leaders Build Trust and Get Extraordinary Results, shared with the Huffington Post characteristics of everyday conversations that help people develop a sense of connectivity and trust with others.
Glaser argues that transparency from leadership is a key element to building trust in the workplace. When teams are kept out of the loop, they can begin to feel alienated and disengaged. This is particularly true during challenging times, when teams normally seek assurance and guidance.
It is more effective to encourage candid conversation about potential threats to the organization and the actions teams can take to ensure continued success. Glaser explains that when managers "break the code of silence" and openly discuss the challenges and strengths of the organization, their employees have a better understanding of where to focus their efforts.
To build a culture based on trust, managers should be empathetic to their teams' perspectives. Channels of two-way communication should be in place for employees to bring their concerns and suggestions to the attention of leadership, so that both managers and their teams can share the same vision of success.
Change management consulting can help your teams become better aligned to over-arching organization goals. While building a culture or transparency and trust does not happen overnight, outside expertise can help identify the roadblocks inhibiting strong professional relationships.