One of the many joys of leading an award-winning business is helping to design and provide our point of
view in the scripting of our global digital leadership simulations. Over the past few years, I have had the privilege of working on more than a dozen different business simulations that have taught skills in the areas of coaching, giving feedback, executing new leadership behaviors, leading change, leading execution, and resolving business conflicts.
In conducting our research and working with our innovative clients, it has become apparent that in 2022 and beyond trust is more important now than ever. As we move into 2022, we are going to move trust up in priority in terms of defining and learning about leadership. I can’t give way the exact algorithm, but let’s just say it is moving from being in the top 7 into the top 3. In other words, the best way to be an effective leader in our leadership simulations is to develop and establish trust.
In our new normal of economic uncertainty, supply chain disruptions, and great change, I have noticed that too many leaders are seeking to become more agile and innovative. While those things are critical, I propose that developing trust is more important and actually facilitates the ability for people to be agile and innovative. Think about this: if you don’t have trust, people can’t respond as quickly in terms of agility and innovation. If employees don’t trust their leaders, they won’t be efficient because they will be reluctant to make decisions and will be forced to ask for clarifications and approvals for every little thing. They won’t put in that extra effort if they are unsure if their teammates will be there to have their backs in a moment of crisis. They will be less likely to offer up new innovative ideas thinking that the person sitting next to them has a hidden agenda and is just waiting for the right moment to throw them under the bus or even take credit for their ideas. Living in this type of business environment is no fun and eventually will implode.
What is Trust?
Trust is when you feel you can count on others to do what you expect them to do. If you can trust others to do what they are supposed to do, your business and your career are in jeopardy.
I recently developed a learning module that supported a customized leadership simulation for one of our global clients. The emphasis is the learning was focused on helping leaders build their leadership brands. An important part of the learning experience was the introduction of the “7 C’s” which are the ingredients that go into being a trusted leader.
- Clarity - People trust clear communications and distrust ambiguity. The trusted leader provides a clear vision and clarity of what people are supposed to do.
- Consistency – People admire and demand consistency. Being able to be fair in the way you treat others and make decisions is the definition of consistency. Consistency builds the brand of your leadership.
- Compassion - Leaders who care for others inspire trust.
- Character - This means choosing to do what’s right rather than what’s easy.
- Competency - Staying fresh, capable, and relevant.
- Commitment - Stick with your team in the face of adversity, and they’ll do the same for you because there is mutual trust.
- Connection - Cultivate strong relationships with your team and colleagues. Work with them by asking questions and finding common interests.
- Contribution – In the new normal, it is about producing results and a positive and collaborative way that builds trust.
In summary, it’s about time that cultivating an environment and culture of trust is as important as the key financial metrics like profit, cash flow, and shareholder value. The best leaders know that without trust you can’t maximize those metrics anyway.
