Kim Baker Reveals Three Dimensions Of Trust To Build Better Leaders
By: Vivid Performance Group
"Trust in leaders is a must as corporations continue to weave their way through the pandemic, supply chain issues, hybrid working arrangements, and constant employee turnover," Baker said. "It's why the need for the human connection between leaders and employees has never been more critical."
According to Baker, building team trust involves three key areas. This includes the corporate entity itself with how it focuses on growth and alignment across the enterprise; the development of a safe and open culture that fosters inclusivity;
"Most leaders understand business is conducted through relationships and effective relationships are built on trust. There is the corporate need for results but also the human need for connection. Trust is what actually builds the bridge between those needs."
Baker said many companies lack a model to determine if leaders are actually building that bridge and having a positive impact on their teams. "A program like the Reina Three Dimension of Trust Building Model® can help define and measure specific behaviors that can build or break trust. It focuses on the three 'Cs' of trust including Trust of Character®, Trust of Communication®, and Trust of Capability®."
"Trust of Character ® determines if expectations are understood, are people certain about what you want them to deliver and have you let someone down because you didn't deliver what you promised."
"Trust of Communication® asks how willingly you share information, are you open and honest with feedback and do you own your mistakes."
Meantime Trust of Capability® asks leaders if they are hesitating to delegate, micromanaging or excluding stakeholder employees from key decisions.
Added Baker, "Trust is the foundation for team and leadership effectiveness. When not practiced employees and teams can feel drained, used, uncertain and uncommitted. When trust is at a high-level energy becomes expansive, communication is open, honest and overall work is improved."
Baker emphasized a combination of diagnostic tools may be used to measure trust and improve performance.
"Company's often list trust as a core value or guiding principle. In reality, we don't build trust by slapping words on the wall or website. There's only one way we build or break trust and that's through our behavior."
Kim Baker is a team builder/designer, corporate consultant, and speaker. She and Vivid Performance Group help you build happy, trusting, get-it-done employees and teams. https://vividperformancegroup.com.