7 Ways Leaders Can Build Trust

As a leader, building trust with your team is crucial to creating a positive and productive work environment. When team members trust their leader, they are more likely to feel safe to share their ideas, take risks, and be vulnerable. Trust also creates a sense of psychological safety, which is essential for a team's success.

In this blog post, we will explore why trust is important, how it creates psychological safety, and provide seven techniques that leaders can use to build trust within their teams, drawing on the insights of leading experts on trust and psychological safety.

Importance of Building Trust

Trust is a fundamental aspect of any successful team. When team members trust their leader and colleagues, they are more likely to be engaged and committed to the team's goals. Trust also creates a sense of safety and belonging, which allows team members to be vulnerable and share their ideas without fear of judgment or retribution.

According to research by the Harvard Business Review, high-trust teams outperform low-trust teams in several areas, including higher productivity, increased job satisfaction, and lower turnover rates. In addition, a culture of trust can also improve customer satisfaction and safety within an organization.

Creating Psychological Safety

Psychological safety is a term coined by Amy Edmondson, a professor of Leadership and Management at Harvard Business School. It refers to a sense of safety that team members feel when they can be themselves, speak their minds, and take risks without fear of negative consequences. When team members feel psychologically safe, they are more likely to contribute to the team's success and be innovative.

Research has shown that teams with a high level of psychological safety are more likely to experiment, share information, and learn from their mistakes. In addition, teams with high psychological safety have been found to have better performance and are more likely to meet their goals.

Here are some tips from leading experts on trust and psychological safety:

7 Techniques Leaders Should Use to Build Trust:

1. Encourage a culture of curiosity and learning

Amy Edmondson, suggests that leaders can build trust and psychological safety by creating a culture of curiosity and learning. She recommends that leaders encourage their team members to ask questions, experiment, and learn from failure. Leaders can also model this behavior by admitting their own mistakes and being open to feedback.

2. Share Vulnerabilities

Patrick Lencioni, the author of "The Five Dysfunctions of a Team," believes that vulnerability is a key ingredient in building trust. He suggests that leaders can build trust by being vulnerable themselves and encouraging their team members to do the same. Leaders can also create a safe space for team members to share their opinions and ideas, even if they are different from the norm. What’s crucial here is that leaders don’t use their team members vulnerabilities, mistakes and shortfalls, against them through reprisal, spotlighting or humiliation. Instead, any shortfalls and mistakes should be used as opportunities for coaching and growth.

3. Communicate Clearly and Be Transparent

Paul Santagata, Head of Industry at Google, believes that leaders can build trust by being consistent and transparent. He suggests that leaders should communicate clearly, set clear expectations, and follow through on their commitments. Leaders can also build trust by being approachable and accessible to their team members.

4. Create a Culture of Healthy Conflict

Liane Davey, a psychologist and author of "The Good Fight," believes that leaders can build trust by creating a culture of healthy conflict. She suggests that leaders should encourage their team members to have open and honest discussions, even if they disagree with each other. By allowing for healthy conflict, leaders can create a safe space for team members to express their opinions and ideas.

5. Foster Connection and Show Appreciation

Brene Brown, a research professor at the University of Houston, suggests that Leaders should make an effort to get to know their team members on a personal level and show that they care about their well-being. She recommends that leaders also create opportunities for team members to connect and build relationships with each other. This can be done through team-building activities, regular check-ins, or simply by encouraging social interactions. She also recommends that leaders show appreciation for their team members' efforts and contributions, acknowledging their hard work and expressing gratitude for their contributions.

6. Lead with Empathy

Simon Sinek, a leadership expert and author, emphasizes the importance of building trust within teams to create a culture of high performance. In his book "Leaders Eat Last”, Sinek suggests that leaders should prioritize the well-being of their team members by demonstrating empathy and understanding towards their needs and concerns. Leaders can show empathy by actively listening to their team members, acknowledging their feelings, and taking appropriate action when necessary. This helps both parties develop a trusting relationship.

7. Foster a sense of Purpose and Meaning

Both Brown and Sinek recommend that leaders also build trust by creating a sense of purpose and meaning for their team, which can inspire and motivate team members towards a common objective. Sinek recommends that leaders should provide clarity around the team's purpose and goals, ensuring that all team members understand their role and how they contribute to the overall success of the team.

Conclusion:

Building trust within a team is a crucial aspect of creating a positive and productive work environment. Trust creates a sense of safety and belonging that allows team members to be innovative and take risks. By implementing the techniques outlined in this blog post, leaders can build trust within their teams and create a culture of psychological safety that leads to improved prod

uctivity, performance, customer satisfaction, and safety. Remember, building trust takes time and effort, but the benefits are well worth it.

References:

1. Harvard Business Review. (2017). The Neuroscience of Trust.

2. Amy Edmondson - Novartis Professor of Leadership and Management at Harvard Business School, and author of "The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth".

3. Patrick Lencioni - author of "The Five Dysfunctions of a Team: A Leadership Fable" and "Getting Naked: A Business Fable About Shedding The Three Fears That Sabotage Client Loyalty".

4. Paul Santagata - Head of Industry at Google, and a thought leader in the area of building trust in teams.

5. Liane Davey - author of "The Good Fight: Use Productive Conflict to Get Your Team and Organization Back on Track".

6. Brené Brown - research professor at the University of Houston and author, insights gathered from “Dare to Lead”, 2018.

7. Simon Sinek - a leadership expert and author, insights gathered from "Leaders Eat Last," 2014.