Hard but necessary steps to build trust

There are many rewards when trust is high or at a premium throughout an organization – things such as efficiency, lower costs, greater staff rapport and higher customer loyalty.

There are many rewards when trust is high or at a premium throughout an organization – things such as efficiency, lower costs, greater staff rapport and higher customer loyalty.

But, how do you build trust?

The first thing is you can’t fake it. Everyone smells a rat sooner or later, so if you are inauthentic, you’ll be found.

You might get away with it for a while, but eventually it will catch up with you. When it does, likely it will be disguised as key employee departures, employees who “quit and stay” (the worst), high costs of production, poor quality or lost customers.

This is no soft skill for the organization. It has hard, bottom-line effects on the organization’s performance, probably more than any other factor in the organization.

There are steps to building trust in your organization. However, there is no magic pill, workshop or book that will fix this alone.

It is hard work, but the dividends, vs. the tax, to your organization are immense.

Stephen Covey, in his book “The Speed of Trust,” says that trust starts with credibility – first, do I trust myself, and, second, am I someone others can trust.

A key component to credibility is integrity. A person of integrity who does not produce results is not credible. If you are not credible, you are not trustworthy.

Most of the major violations of trust are violations of integrity. Build your integrity by focusing on these three actions:

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