Trust is a feeling with the switch – either I trust you or I do not. Trust can also be a choice. We tend to trust more those who share our values, have same background or same passion.
Trust is powerful and fragile at the same time. When you open yourself up emotionally to someone, there’s always a chance they’ll take advantage of your vulnerability.
So why bother then?
Because, new ideas, new thoughts, new learnings won’t come without passionate or even emotional exchange of opinions and perspectives. Because, intelligence and skills cannot reach their full potential in comfort zone. Because, being mostly comfortable and never taking risks make us inferior, reducing our ability to create and compete.
When there’s no trust, everyone spends their energy protecting their own backs. It’s a drain on everyone, and robs energy from giving your best where you have your best to give.
When you know that somebody has your back, you can go out on a limb. You can stretch more. You can reach for the sky.
Definition: trust is both and emotional and logical act. We feel trust as companionship, friendship, love, agreement, relaxation, comfort. Trust increases subjective well-being because it enhances the quality of your interpersonal relationships. Trust is also integral to the idea of social influence. It is easier to influence or persuade someone who is trusting. https://en.wikipedia.org/wiki/Trust_(emotion)
TRUST and BUSINESS OF CREATING VALUE
Sooner or later, companies discover that they are in the people business. Trust than becomes the most valuable commodity within all relationships, both within the company and outside, with clients, customers, suppliers, the entire social network.
When your customers trust you, they are more likely to buy from you. When you have their trust, you can boost the value for both of you. Trust comes as a commitment to quality and excellence, over time.
As usual, everything starts from within and therefore the priority of leadership should always be to create the culture of trust encouraging collaboration, ambition and impact.
So, how can we build a collaborative team that trusts each other to speak their mind and take risks?
1. Be personal and patient - share your life stories, identify your personal contributions, spend time on your behavioral preferences and personality styles, build shared experiences and spend time together
2. Don’t fear conflict, face it – thrive with good intentions and give feedback
3. Trust each other – put effort and produce high-quality work
4. Show your vulnerabilities- weaknesses, skill deficiencies, interpersonal shortcomings, mistakes and help each other
Park your egos - focus on ambitions, improvement
and collaboration over competition with each other and being right
We are born vulnerable, and as babies, we are completely dependent. As children we trust, and learn sooner or later that trust can be betrayed. We learn how to protect ourselves by questioning other’s intentions. As adults, we tend to characterize those who trust too much as naïve, even less smart.
Fortunately, trust is also a matter of choice. You can choose who to trust and indulge with your vulnerability.