This Herbism provides a best efforts attempt to explain what trust is, why trust is so important as a basis for high performance teams, and how to create a trusting environment.

What is trust?

The concept of trust is hard to explain because trust is largely [75%] an emotional construct and the emotional brain (Limbic) does not have the ability to speak—it feels—and relies on the rational brain (Neocortex) to translate those feelings into words.

That’s why when we truly trust, or don’t, it’s something we feel and not something we are able to easily put our finger on.

Here are some simple words and concepts that might help provide a basic understanding:

• Rational Trust (25% of what drives behavior) has two components:
  • Competence: believing that somebody has the ability to do what they say they will do.
  • Reliability: believing that somebody will do what they say they will do.
• Emotional Trust (75% of what drives our behavior) has two components:
  • Authenticity: sensing that somebody is genuine in their representations and interactions—includes transparency.
  • Care: sensing that somebody is putting others’ best interests ahead of their own—includes selflessness.

Why is trust so important as a foundation for high performance teams?

Without trust team members are known to:

• Lie: Not forthright about the real issues and concerns—excuses are common.
• Hide: Not transparent about weaknesses and shortcomings.
• Fake: Not admit that they don’t know how to do something or that they need help—blame is common.
  

Patrick Lencioni, author of The Ideal Team Player and The Advantage—Why Organizational Health Trumps Everything Else In Business, offers the following perspectives:

• Trusting teams engage in open conflict, and then commit to decisions – team members have the courage and confidence to confront one another when they see something that isn’t serving the team. 
• On trusting teams people feel free to admit what they don’t know, make mistakes, ask for help if they need it, apologize when necessary, and not hold back their opinions. 
• When team members trust each other and know that everyone is capable of admitting when they’re wrong, then conflict becomes nothing more than the pursuit of truth or the best possible answer.

In an environment of trust team members feel safe and are willing to be vulnerable, which allows them to function at their natural best. 

How to create a trusting environment…

The formula is actually quite simple. It requires both intentionality and consistency of trustworthy behaviors over time.

In other words, it cannot be a program or act. Leaders must be intentional, proactive, and consistent in being authentic and caring. It must be a lifestyle.

Great leaders are intentional in the their attitudes and actions in building trusting teams recognizing that a high trust environment leads to better decision making, more engaged teams, higher performance, and a greater sense of well being both for the leader and the people they lead. 

Here is a great video that captures the value of building trusting teams:

Herb Mast is a Leadership Coach and Employee Engagement Specialist. Learn how he can assist you in implementing the principles and concepts presented here.