Glasgow Interactive Discuss How Not To Gain Trust As A Leader

GLASGOW, Scotland - Dec. 12, 2013 - PRLog -- Glasgow Interactive
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Glasgow Interactive Discuss How Not To Gain Trust As A Leader

GLASGOW, UK, December 2013 – As the world mourns the loss of Nelson Mandela and commemorates his greatness as a leader, we would do well to remember that one of the many hallmarks of his leadership was trust. The greatest leaders in the world gravitated toward Mr. Mandela because he was genuinely trustworthy and his purpose was to support peace, prosperity and unity not only in South Africa – but throughout the world. Mandela was able to lead people in ways that many find impossible to do. As he famously said, “It always seems impossible until it’s done.”

Here are seven traits that will stop you from earning trust as a leader:

1.  Lack Courage. Leaders that don’t stand up for what they believe in are difficult to respect and trust. Too many leaders today waste too much of their valuable time trying to act like other leaders in the organization – rather than attempting to establish their own identity and leadership style. When leaders lack the courage to enable their full potential and that of others, it becomes a challenge to trust their judgment, self-confidence, self-awareness and overall capabilities.

2.  Hidden Agendas. Leaders that are too politically savvy can be viewed as devious and inauthentic. People want to follow leaders who are less about the politics and more about how to accomplish goals and objectives. If it comes across that a leader is solely intent on protecting themselves and their own personal agendas – trust from the team will be lost quickly and difficult to recapture.

3.  Self-Centred. When a leader is only looking out for themself and lacks any sense of commitment to the advancement of others – people are turned off quickly. Great leaders are great coaches and are always looking to help others grow and prosper. Also, when leaders are self-centred their ego stands in the way of advancing others – further eroding trust.

4.  Reputation Issues. When people begin to speak negatively about their leader, it makes it more difficult for others to trust their intentions and vision. Every leader must be aware that they are constantly being evaluated and thus they can never grow complacent (http://www.forbes.com/sites/glennllopis/2013/07/08/10-sig...). When they do, this begins to negatively impact their reputation and the trust employees have in their leadership.

5.  Inconsistent Behaviour. Leaders who are consistent with their approach and intentions are those who can be trusted.

6.  Don’t Get Their Hands Dirty. Leaders must touch the business, just as much as they lead it. When leaders are over-delegating and not getting their hands dirty – people begin to question whether or not their leader actually knows what is required to get the job done.  Distrust amongst begins to rise.

7.  Lack a Generous Purpose. When leaders are not grateful for your performance efforts – and are always attempting to squeeze every bit of effort they can out of you – it’s difficult to trust that they have intentions to be more efficient, resourceful and collaborative. Leaders must be more appreciative and more mindful of their endeavours.

This is what today leaders must consider: how to lead in new ways that focus less on oneself, but more on the betterment of a healthier whole. Leaders must enable positive social change through ethical innovation.

Let’s honour Mandela’s courage and compassion by letting his leadership inspire us now as it did throughout the life he lived with such generous purpose.

For additional information, contact a member of the Glasgow Interactive administration team at info@glasgowinteractive.co.uk

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