How can trust be used to create a positive organizational culture?

Without a clear organizational definition of trust, employees will default to their meanings based on their experiences and expectations. For my teams, I establish the 90/5/5 rule of transparency. - I will share 90% of my knowledge to show trust and enable the team to operate strategically because they have context. - 5% I can't share now but will share when appropriate. Either the details are still in motion, or I admit I don't know the details. - 5% I’ll never be able to share Setting and maintaining the guardrails of transparency promotes trust. And the willingness to be vulnerable and say, “I don't know,” deepens trust.

Creating a positive organizational culture relies on trust as its core foundation. Trust nurtured within a workplace empowers employees, fostering a sense of value and motivation to excel, thereby enhancing collaboration, job satisfaction, and overall goals. An exemplary case showcasing trust's pivotal role unfolded within a tech startup I engaged with. In this company, leadership prioritized cultivating trust across all organizational levels. Transparency served as a linchpin in this pursuit. The CEO and upper management deliberately communicated openly, sharing the company’s vision. I agree that integrating trust yields significant outcomes, such as improved morale, higher retention, increased productivity, and greater adaptability.

Trust is a critical element in any company, and it is created when we support decisions that promote the collective growth of our team. When we demonstrate fairness and transparency in our decision-making processes, we build a culture of trust and collaboration.

Trust is key in shaping a positive organisational culture. It encourages open communication, allowing employees to share ideas and concerns freely, which leads to innovation and effective problem-solving. Trust empowers employees, boosting job satisfaction and motivation. It strengthens teamwork, promoting collaboration and shared risks. High trust environments enhance employee engagement, reduce turnover, and cultivate a culture of innovation. Overall, trust is essential for a dynamic, resilient, and successful organisation.

Don't talk about your staff to others who may have another agenda. Be aware of those trying to take control of the team that are not employed to do so. Be aware and understand when junior staff are telling you something is not right and validate their concerns.

Concordo plenamente a confiança o reconhecimento e a valorização, sem dúvida são peças chaves para resolução dos problemas..

A coerência e a habilidade de autocrítica dos líderes de organizações são fundamentais para um ambiente de confiança. Atitudes que transparecem não significar verdade e coerência, derrubam qualquer discurso bem-intencionado. Todo líder precisa se perceber e saber analisar suas próprias atitudes. Autoconhecimento também é capacitação.

Mitarbeitende, die sich einer Aufgabe gewachsen sehen und das Gefühl haben, jeder Zeit eine Rückfragen stellen zu können, werden eher vertrauen, als Menschen, die sich nicht sicher in ihrer Umgebung fühlen

Tão importante como ouvir é compreender o que as pessoas falam conosco. Uma escuta verdadeira é curiosa e a curiosidade demonstra o interesse. Gostar de pessoas é fundamental, mas gostar de problemas e de conseguir resolvê-los também são fundamentais para estabelecer a empatia como padrão de escuta no ambiente de trabalho.

It is important to remember that empathy cannot be faked; you cannot pretend to care about your employees feelings. The good news is that empathy can be learned, though. If you don't naturally feel empathy (in the workplace), you can train through mindfulness techniques geared towards increasing empathy. If possible, such training could be offered to teams together, which will help with increasing the feeling of connection and trust for everyone involved

Empathie zeigen heißt auch, die eigenen Gefühle zu zeigen. Auch ein CEO kann nicht immer nur gute Laune haben und nie negative Gefühle haben. Diese dürfen in einem gewissen Rahmen auch gezeigt werden. Wir vertrauen Menschen, keinen Robotern

Empathy builds trust, because if somebody empathises, genuinely with you, you feel they will be better placed to help you as they understand your situation. To truly empathise you must first listen and the person must feel heard. A problem shared is a problem halved, as the saying goes, and what could be more positive than that! Trust helps to create a positive environment as it gives you faith that your goals will be fulfilled, and that the person or organisation you are dealing with understands you and your needs and is invested in your success as well as their own.

I believe that it is critical to ensure that business values and people values are aligned. When a team member accepts a position based upon the organization’s written description, and then discovers the discrepancy between what was said and reality, trust is broken. Trust is a commodity that should not be compromised.

Modelling trust is as important as modelling honesty. And importantly neither can be faked for the sake of business improvement. Trust can be earned and lost and to model trust when trust is not actually there will only breakdown communication further. Trust must be shown and practiced hand in hand with honesty and transparency. Without these trust is simply there in name only.

Trust is the glue of life. It's the most important ingredient in effective communication. It's the foundation of healthy relationships." - Stephen Covey Be genuine, be yourself and make meaningful connections.

Leaders must understand that they are role models of the culture. They have direct and indirect influence on the culture in how they carry themselves and how they carry out the mission, vision and values of their organization each day.

One can only trust oneself and one’s maker 100 percent. Consistent behaviors can predict future actions. Never accept or use phrases like “I give you my word”. Or “promise”. Too many variables to interfere. Disappointment leads to resentment leads to distrust.