Guidelines on How to Build a Trusting Climate
Communicating with Internal and External Stakeholders
organizational/ communication climate
Trust is crucial to team work. and is central to the organisational/communication climate; first duty of a manager/leader is to be trustworthy and first objective is to be trusted.
If trust deteriorates, so too will the positive climate you have worked to create leading to hoarding of information, distortion of messages, deception, low morale, suspiciousness and close-mindedness.
Trust is so important that without it
none of the other leadership skills can be put to work. No one wants to follow someone
they don’t trust.
These are actions that will help you in generating trust into your counterparts.
•
When subordinates are willing to
express their doubts, concerns and feelings, accept them thoroughly.
•
Set honesty as one standard that
will not be compromised. Demand it from yourself and from your staff.
•
Be clear in your expectations when
assigning work or eliciting opinions. Explain your reasons, wherever possible, behind
requests and directions.
•
Encourage subordinates to look to
you as a possible resource in accomplishing results, but develop and reinforce
independence.
•
When something goes wrong,
determine what happened, not “who did it.”
•
Encourage active support and
participation in corrective measures from those involved.
•
Share credit for successes; assume
the bulk of the responsibility for criticism of your unit.
Guidelines on How to avoid Behaviors that Endanger Trust
Factors that may block the flow of information :
See also Motivation