Trust Starts Small

Trust Starts Small

Leaders are busy. We have deadlines, meetings, emails, phone calls, and more things to get done than hours to get them done. And that's probably not going to change.

You will always have too much to get done. Rarely are there “better times” to begin investing in your team and building trust. That's why I believe we have to look for practical ways to create new behaviors for ourselves. Small things we can do in the middle of what we're already doing.

Years ago, I had a boss who always came into the office on his cell phone. At the time, I wasn't managing people, but I thought it looked so cool. He looked important. He looked like he was utilizing every moment to get things done.

Once I began managing people, I did the same thing.

I remember wanting to look, or at least feel, as cool as my former supervisor. Then one day I had an epiphany. And while I was slightly productive on those calls, I realized the main reason I was walking into the building with my phone to my ear was to look cool, look important.

I use to speak to everyone before becoming a manager, and now, I was walking past my team giving them a pinky hello while I was on an “important” call. That realization was all it took.

I made a change immediately. From then on, when possible, I stopped walking into the office on my phone. Instead, I started giving hellos, by name, to everyone I passed like I used to.

I know. That seems incredibly small. But what does it communicate to others?

Okay, does saying, “Good morning, Sarah,” suddenly create trust? Of course not. Nor is trust built because one day you announce, “You can trust me.” It's built through consistency of word and deed. But isn't that how most things are built? You don't grow crops without first planting a seed with consistent watering. You don't build a building without consistent digging after first breaking ground.

Trust is built the same way.

Eight Simple Ways to Start

Some of the best opportunities to build trust are already sitting right in front of us. They don't require a new program, another line item in the budget, or a company-wide initiative.

These eight ideas aren't a definitive list of how to build trust. Think of them as low-hanging fruit. My hope is that they get your brain working and help you notice other small opportunities that already exist in your own leadership, workplace, and rhythms.

1. Get off your phone before you walk in.
Unless the call truly can't wait, put the phone away before you enter the building. Let the caller know you'll call them back once you're in the office. Be available to the people you're about to lead.

2. Say hello, and use their name.
Don't just walk past people on your way to the next thing. A simple, “Good morning, David,” says, “I see you.” Even periodically saying a loud hello to the team member across the room can communicate that they're noticed too.

3. Follow through.
If you tell someone, “I’ll get back to you,” get back to them. If you say you’ll send something, send it. Small promises may not feel significant, but consistently following through teaches your team that your word can be trusted.

4. Say, “You decide. I trust you.”
When someone has earned the opportunity, give it to them. Let them make the decision instead of always requiring your input or approval.

5. Let someone else lead part of the meeting.
Give a team member responsibility for facilitating a portion of your next meeting. You're not giving away your leadership. You're giving someone else an opportunity to develop theirs.

6. Give public props.
When someone is doing great work or putting feet to your organization's values, say something. Public doesn't have to mean standing in front of the entire company. It might be in front of two other people, a room full of people, or praising someone when they're not even present.

7. Say it back.
Team members want to be heard. Genuinely heard. One way to demonstrate that is simply repeating what you think you heard: “Just so I'm on the same page, are you saying...?” Or, “Okay, so you think we ought to...?”

8. Do something with it
This takes listening one step further. Actually do something with what you've heard. If your team gives feedback and you implement one of their ideas, tell them. “We heard a lot of ideas. One idea that was expressed was ________. We believe we can implement this as early as August. Thanks everyone, for being willing to share your ideas.”

Think about how it feels to walk away knowing you contributed to a change, a process, or a win.

Now, imagine how you could make your team feel.

Some leaders may read these eight ideas and think, “That would feel insincere. That's just not me.” But anything that isn't normal may feel awkward in the beginning. Over time, it becomes less awkward and eventually can become normal. You have to start somewhere.

Trust starts small.