The Importance of Trust for Workplace Success

Unpopular Opinion: It doesn't matter how many days a week you bring people back to the office if your organization lacks employee trust. I recently had a conversation with a young professional who believed that they couldn't speak up within their organization because, at one point, they were told by their manager that they didn't have enough experience to have an opinion. This type of behavior damages the individual's personal career growth, including their ability to develop the skills and experience if they don't feel like they can question their own assumptions and the assumptions of others. It also damages the overall organization's ability to succeed since it prevents people from bringing their best ideas forward and working together collaboratively and productively. Yet, in all the conversations around RTO from leaders, so much is centered around a need for more productivity and innovation. Trust is the glue that holds teams together, empowers individuals, and creates an environment where employees feel valued and supported. When employees trust their employers and colleagues, they are more likely to be engaged in their work, perform at their best, and take risks that lead to innovation. Numerous studies have highlighted the significant impact of trust on organizational success. According to a study conducted by the Harvard Business Review, companies with high levels of trust experience 74% less stress, 106% more energy at work, 50% higher productivity levels, and 76% higher engagement rates compared to low-trust organizations. So how can employers cultivate trust in the workplace? It's not by getting people to show up to the office more. Here are a few key strategies: 1️⃣ Lead by example: Trust starts at the top. Employers must demonstrate trustworthiness through their actions and decisions. When leaders consistently act with integrity, transparency, and fairness, it sets the tone for a culture of trust throughout the organization. 2️⃣ Foster open communication: Encourage open dialogue and active listening within teams. When employees feel heard and valued, they are likelier to trust their colleagues and share ideas freely. Regular team meetings, feedback sessions, and opportunities for collaboration can all contribute to building trust. 3️⃣ Provide autonomy and empowerment: Trust goes hand in hand with giving employees the autonomy to make decisions and take ownership of their work. When individuals feel trusted and empowered, they are more likely to go above and beyond, take calculated risks, and develop innovative solutions. 4️⃣ Recognize and reward trust: Acknowledge and appreciate trustworthy behavior. Recognize employees who consistently demonstrate trustworthiness and create a culture where trust is celebrated. This can be done through public recognition, rewards, or small gestures like a simple thank you. #management #leadership #returntooffice #employeeexperience #employeeengagment #trust

Trust is built through actions, not words! Trust is at the heart of any effective leadership style. I’ve found that it can make or break a team's performance, morale and overall success. Today, I want to share some insights on building and maintaining trust within your team, based on my 20+ years of experience in leadership roles. Transparency is Key: Share important updates, both good and bad. If something isn't going well, it’s better to let your team know rather than keeping them in the dark. People appreciate honesty. Open-Door Policy: Make sure you're approachable. If team members feel they can come to you with any problems or suggestions, you’re on the right track. Be Consistent: Try to treat everyone fairly and keep your promises. If people know what to expect from you, they're more likely to trust you. Acknowledge Mistakes: We're all human... we all make mistakes. Owning up to them shows maturity and reliability, two qualities that help build trust. Provide Feedback: Positive or constructive, feedback helps team members know where they stand and how they can improve. It's a two-way street... encourage them to provide you with feedback too. Tip: Always use Positive Reinforcement when giving feedback... don't make it all about the individuals shortcomings. Empower Your Team: Delegating tasks or responsibilities not only shows you trust your team's skills but also encourages their own development. The sense of ownership they get from it often leads to better results. Show Appreciation: Recognize and reward good work. Simple acts of appreciation can go a long way in building a positive and trusting work environment. Stick to Your Values: Integrity is crucial. If your actions reflect your words, people are more likely to trust you. Active Listening: Take the time to listen to your team's concerns and ideas. This not only fosters trust but can also provide you with valuable insights. Follow Through: If you commit to something, do everything in your power to make it happen. This confirms that you're reliable, further building trust. Leadership isn't about pretending to have all the answers. Simon Sinek - "In leadership, the quickest way to lose trust is to pretend you have all the answers. The best way to build it is to prove you don't." #LeadershipTrust #BuildingTeams #TransparencyInLeadership #LeadershipDevelopment #EffectiveLeadership

If I've learned one thing in my years of leadership, it's this: The success of your team will be largely determined by the trust you build with them. This applies to nearly every aspect of teamwork: Who you collaborate with. Who you solve problems with. Who you rely on during challenging times. Who you share successes and failures with. Achieving goals matters, but ultimately, it's the trust and relationships you build along the way that drive long-term success. Not convinced? Research consistently shows that high-trust organizations outperform others. Trust leads to better communication, increased collaboration, and a more engaged and motivated team. Here are 3 ways I’m making trust-building a priority in 2024: Open Communication:  ➟I encourage regular, honest conversations with my team, creating a safe space for them to share ideas, concerns, and feedback. Consistent Support:  ➟I make it a point to support my team members, providing the resources and assistance they need to succeed, and showing that I have their backs. Leading by Example:  ➟I practice transparency and integrity in all my actions, demonstrating the behaviors I expect from my team. Building trust isn't a one-time effort; it's an ongoing commitment. But the results—a cohesive, resilient, and high-performing team—are well worth it. How do you build trust with your team? Share your strategies below! #Leadership #TeamBuilding #Workplace #SuccessThroughTrust #HighPerformingTeams #WorkplaceCulture

💡 𝐋𝐞𝐬𝐬𝐨𝐧𝐬 𝐈 𝐋𝐞𝐚𝐫𝐧𝐞𝐝 𝐓𝐡𝐫𝐨𝐮𝐠𝐡𝐨𝐮𝐭 𝐦𝐲 𝐏𝐫𝐨𝐣𝐞𝐜𝐭 𝐌𝐚𝐧𝐚𝐠𝐞𝐦𝐞𝐧𝐭 𝐂𝐚𝐫𝐞𝐞𝐫, 𝐏𝐚𝐫𝐭 4 𝐨𝐟 20 4. 𝐁𝐮𝐢𝐥𝐝𝐢𝐧𝐠 𝐓𝐫𝐮𝐬𝐭 𝐢𝐬 𝐭𝐡𝐞 𝐊𝐞𝐲 𝐭𝐨 𝐏𝐌𝐎 𝐒𝐮𝐜𝐜𝐞𝐬𝐬. You can have the best tools, frameworks, and dashboards in the world—but if people don’t trust you, your PMO won’t gain traction. Building trust is what turns resistance into collaboration. It’s what transforms project stakeholders into 𝘗𝘔𝘖 𝘤𝘩𝘢𝘮𝘱𝘪𝘰𝘯𝘴—the advocates who help embed the PMO’s value into the culture of the organization. Here’s what trust unlocks for a PMO: 🤝 Stronger collaboration across departments 🔍 More transparency in project challenges and risks 📢 Faster buy-in for change initiatives 🙏 Quicker forgiveness given when mistakes or issues occur 💡 Better decision-making and prioritization 🌱 Long-term organizational support for the PMO itself PMOs are in a unique position: we interact with both executives and working teams. That means we 𝘮𝘶𝘴𝘵 show up consistently, follow through, and lead with empathy and clarity. When we do that, we earn credibility—and from there, influence. 🎯 Trust isn’t built in status meetings. It’s built in follow-ups, hard conversations, and delivering value without the noise. 👉 𝐈𝐟 𝐲𝐨𝐮 𝐰𝐚𝐧𝐭 𝐲𝐨𝐮𝐫 𝐏𝐌𝐎 𝐭𝐨 𝐬𝐮𝐜𝐜𝐞𝐞𝐝, 𝐬𝐭𝐚𝐫𝐭 𝐛𝐲 𝐛𝐮𝐢𝐥𝐝𝐢𝐧𝐠 𝐭𝐫𝐮𝐬𝐭. 𝐄𝐯𝐞𝐫𝐲𝐭𝐡𝐢𝐧𝐠 𝐞𝐥𝐬𝐞 𝐰𝐢𝐥𝐥 𝐟𝐨𝐥𝐥𝐨𝐰. 🤔 What do you think? Is building trust the foundation of long-term project and PMO success? Have you experienced a time where a lack of trust hurt your project or PMO? How about a time where abundant trust helped? Let me know your thoughts in the comments! ♻️ Repost if you liked the content of this post! _________________ 🔔 Ring the bell to follow me on LinkedIn for topics on #ProjectManagement, #ProgramManagement, #PMO, #BusinessTransformation, #CareerTips, and #Leadership. #Trust #TrustInLeadership #StakeholderEngagement #PMOChampions #BusinessImpact #Collaboration #ValueDelivery

LEADERSHIP MINUTE: BUILDING and MAINTAINING TRUST Trust is the foundation of any strong leadership. Without trust, a leader cannot effectively guide, motivate, or influence their team. This post examines how leaders can build and maintain trust within their teams and organizations. Insights about Building Trust The Importance of Trust in Leadership Trust is essential for creating a positive work environment where employees feel valued, safe, and motivated to perform. It enables open communication, fosters collaboration, and facilitates change. Elements of Trust Trust in leadership is based on competence, reliability, integrity, and empathy. Leaders who demonstrate these qualities consistently are more likely to earn and maintain the trust of their team. The Impact of Broken Trust A breach of trust can have severe consequences, including reduced morale, increased turnover, and a decline in performance. Rebuilding trust is a challenging process that requires time, patience, and a consistent effort. Action Steps for Implementation * Be Consistent and Reliable: Keep your promises and follow through on commitments. Consistency in words and actions builds reliability. * Communicate Openly and Honestly: Maintain transparency in your communication. Be honest, even when the news is not positive. * Show Competence and Confidence: Demonstrate your ability to lead effectively. Keep your skills sharp and stay informed. * Practice Empathy and Understanding: Show genuine concern for your team members. Listen to their issues and work collaboratively to find solutions. * Admit Mistakes and Learn from Them: Be humble enough to admit when you're wrong and learn from these experiences. This shows integrity and earns respect. Conclusion Trust is an essential element of effective leadership. By demonstrating reliability, transparency, competence, and empathy, leaders can build a strong foundation of trust that enhances team performance and fosters a positive work environment. Share how you create trust in your organization in the comments.

Dr. Saju Skaria’s Weekly Reflections: 03/2024 Trust and High Performing Teams! Trust plays a pivotal role in enhancing employee engagement, fostering creativity, and boosting productivity, while its absence leads to increased stress, burnout, and turnover. The significance of trust is not limited to the manager-employee relationship; it is equally vital among teammates. In line with this, research by Paul Zak reveals staggering differences between high-trust and low-trust companies. Employees in high-trust environments report 74% less stress, 106% more energy, 50% higher productivity, 76% more engagement, 29% more life satisfaction, and 40% less burnout. In his recent HBR article titled "How High-Performing Teams Build Trust," Ron Friedman explores the critical role of trust in such teams and identifies specific behaviors that set them apart. A survey of 1,000 U.S.-based office workers highlights the rarity of high-performing teams, with only 8.7% of respondents qualifying as members. Five critical behaviors associated with trust were identified: 1.       Collaboration Norms: High-performing teams are over three times more likely to initiate discussions on collaboration before starting a project. This involves sharing individual strengths, communication preferences, and experiences and creating a strategy for handling collaboration breakdowns. 2.       Proactive Information Sharing: Members of high-performing teams take responsibility for keeping colleagues informed and fostering transparency and a culture of inclusion. Withholding information is recognized as a sign of deeper team issues. 3.       Sharing Credit: Instead of hoarding praise, members actively share recognition for achievements with teammates, cultivating a reciprocal norm that enhances trust within the team. 4.       Embracing Disagreements: High-performing teams view workplace disagreements as opportunities for better decision-making rather than threats to relationships. They navigate disagreements with a focus on productive dialogue, avoiding personal attacks. 5.       Proactive Conflict Resolution: Members of high-performing teams proactively address tension, reflecting a growth mindset in workplace relationships. They believe that relationships can be improved through effort, learning, and perseverance. In conclusion, trust in the workplace evolves organically through day-to-day peer-to-peer interactions, and the responsibility for building trust isn't solely on management. The highlighted behaviors contribute to improved communication, strengthened teamwork, and the organic development of trust within the team. What do you think about these findings? Digitech Services Inc Alexey Gerasimov Simon Raju Pirangi David Costar Raj Adhav Balaji V S. Bharat Amin, ML Kabir Randhir Mazumdar-ICF Dr. Swati Karve, Sandeep (Sandy) M. Krishnan CA Ashish Saxena Shiny Skaria Harsh Johari

As leaders, we often find ourselves juggling multiple responsibilities, striving for results, and driving our teams toward success. Trust is the ultimate fuel that propels our teams to new heights, fosters collaboration, and inspires achievement. Let's explore the concept of responsible leadership—a mindset that places trust at its core. Responsible leaders understand that trust is not just an abstract notion; it's a tangible force that transforms teams into unstoppable forces of innovation and productivity. Trusting your team is essential: 1️⃣ Empowers Team Members: Trusting your team empowers them to take ownership, make decisions, and contribute their unique skills and perspectives. It cultivates a sense of autonomy and accountability, boosting motivation and engagement. 2️⃣ Encourages Collaboration: Trust breaks down silos and creates an environment where team members feel safe to share ideas, challenge assumptions, and collaborate openly. It fosters a culture of innovation, enabling diverse minds to thrive. 3️⃣ Enhances Productivity: When team members feel trusted, they feel a heightened sense of responsibility and commitment. They go above and beyond to meet expectations, deliver exceptional results, and drive the team's success. 4️⃣ Sparks Creativity: Trust liberates creativity by creating a psychological safety net. Team members feel comfortable taking risks, sharing bold ideas, and exploring unconventional approaches. This fuels innovation. 5️⃣ Fosters Growth and Development: Trusting your team members means investing in their growth and providing them with opportunities to stretch their skills and capabilities. It cultivates a culture of continuous learning, development, and personal fulfillment. Now, how can we embrace responsible leadership and build trust within our teams? ✅ Set Clear Expectations: Clearly communicate expectations, goals, and objectives to your team members. This clarity empowers them to make informed decisions and align their efforts with the team's vision. ✅ Delegate with Confidence: Delegate tasks and responsibilities, giving team members the freedom to showcase their skills and expertise. Provide guidance and support while granting them the autonomy they need to excel. ✅ Foster Open Communication: Create a safe space for open and honest communication. Encourage active listening, seek diverse opinions, and value constructive feedback. This openness builds trust and strengthens relationships. ✅ Lead by Example: Demonstrate trustworthiness by acting with integrity, being transparent, and following through on commitments. Model the behavior you want to see within your team. ✅ Celebrate Achievements: Recognize and celebrate individual and team achievements. Show appreciation for their hard work, dedication, and contributions. When you trust your team, you empower them to exceed expectations, embrace innovation, and achieve extraordinary results. #ResponsibleLeadership #BuildingTrust #teamwork

Do You Make Your Team Feel Safe in Their Workplace Environment? In today's workplace landscape, effective leadership is more crucial than ever. Introducing the S.A.F.E.T.Y. Model – a framework designed to ensure leadership meets the diverse needs of our people, fostering an environment of trust and growth. Let's break it down: S - Security: Providing a secure work environment is paramount. Ensure physical safety measures, cybersecurity protocols, and a culture of inclusivity that empowers everyone to voice concerns. A - Autonomy: Empower your team members to make decisions and take ownership of their work. Foster an environment where they feel trusted and valued for their contributions. F - Fairness: Promote equity and transparency in all aspects of leadership. Fair treatment, unbiased decision-making, and clear communication are key components. E - Esteem: Recognize and appreciate the unique strengths and talents of each team member. Encourage a culture of mutual respect and appreciation. T - Trust: Trust is the cornerstone of any successful team. Build trust through open communication, consistent actions, and genuine care for your team's well-being. Y - You: As a leader, you set the tone. Lead by example, embodying the principles of the S.A.F.E.T.Y. Model in your actions and decisions. Practical Tips: Active Listening: Take the time to listen to your team members. Actively engage in conversations, ask for feedback, and address concerns promptly. This fosters an environment of open communication and shows that their voices are valued. Training and Development: Invest in the growth of your team. Provide opportunities for skill-building, mentorship, and career advancement. When individuals feel supported in their professional development, they are more likely to feel secure and valued. Research Reference: (Johnson, S. E. (2009). The impact of workplace empowerment, organizational trust on staff nurses' work satisfaction and organizational commitment. Health Care Management Review, 34(4), 352-360.) Hashtags: #LeadershipModel #WorkplaceSafety #TeamEmpowerment #EffectiveLeadership #Lead How are you incorporating these principles into your leadership style? Share your insights below! 🌟

Creating trust within a team is crucial for success. One effective way to achieve this is through clear and universally applied rules. Without them, things can get murky and the ⛓chain of trust can be broken. I once worked with a "leader" whose rule set was anything but clear, and it eventually led to me moving on. What has your experience been? Annie --- In order to achieve a healthy and productive workforce you need trust. Doug Conant, the former CEO of Campbell’s Soup, called it, “the foundational element of high-performing organizations.” When he took the helm at Campbell’s, Conant made “Inspiring Trust” his first mission in turning around the company’s performance, which eventually led to shareholder returns in the top tier of the global food market and among the highest levels of employee engagement in the Fortune 500. The Great Place to Work Institute has found that “trust between managers and employees is the primary defining characteristic of the very best workplaces.” In fact, employees who displayed a high degree of trust in their management, compared with lower-trust companies, had 74% less stress, 106% more energy at work, 50% higher productivity, 13% fewer sick days, 76% more engagement, 29% more satisfaction with their lives, and 40% less burnout. It’s easy to see that trust is important at work. What’s a little harder to see, however, is how to build trust. In my work as a manager and through coaching and training other leaders, I have come to believe that trust at work comes down to the three Cs: clarity, consistency, and choice. ...READ More... #clearrules #teamtrust #accountability #leadership Hon.

Building successful teams: The crucial role of intangible bonds. I’ve always valued strong relationships. And as a leader, I believe that the distinguishing factor of great teams is not the talent or strategy alone, but the basic need we all have to succeed: intangible bonds that put teams before self. As head of Takeda’s Data, Digital & Technology organization, I make sure we invest heavily in talent and presence across the globe in order to drive the best outcomes for the patients we serve. Over the past several weeks, I was able to meet with colleagues in many geographies working in various roles but all with the same mission. In Tokyo, Bratislava, the U.S., Zurich, Lessines and Singen, we talked about our well-being and our work. We explored how we can use our intangible bonds – as ONE team, regardless of location – to develop digital solutions that will help us bring life-transforming medicines to patients better, faster and more efficiently. As I reflected on our conversations, I drew strength from our exchanges and became excited about what’s to come. I was reminded that we need to prioritize our intangible bonds and teams over ourselves. Now we have the technology to create a frictionless experience to work across our locations, which allows us to bond over our shared mission like never before. This is an opportunity - and a responsibility - we must embrace. Let’s talk more about intangible bonds: Creating a sense of belonging and teamwork is crucial for success. This mindset fosters trust and confidence among team members and provides the passion and energy needed to achieve seemingly unattainable goals. Leaders can cultivate this bond by communicating a clear vision emphasizing the importance of collective success and fostering a collaborative culture that rewards employees for achieving team goals. It's also important to set high standards for ourselves and others, adopting non-negotiable standards that go beyond just performance and goals. Trust is essential in building a strong bond, and it starts with the leader connecting with colleagues individually and in small groups. I prioritize this when I meet with colleagues across different geographies. I keep track of how many people I can connect with at various Takeda locations because it’s so important to me. Transparency and authenticity are key to creating an environment of psychological safety and honest communication. Teams have the potential to achieve more collectively than the sum of what individual members could accomplish on their own.