Managing for Trust
Transitioning into a management position requires a shift in priorities, where relationship building and communication become central.
It’s not always easy to make this transition, especially if one’s technical skill set is something he values highly; but, as with any shift in responsibilities, guiding principles can be derived from the organization’s values and goals – translated into behaviors within a job description that contribute to organizational success. BUT, what happens when these values and goals are either not clearly communicated, or not consistently followed by every stakeholder?
Organizational trust is a major vital sign of any organization, and needs to be built within and between individuals in order to propagate more universally.
Because a manager’s success is often measured by his employee’s success, he needs to have positive influence with them in order to guide them towards high achievement. Relationship building becomes a main focus for a new manager. He needs to learn to trust his own ability to guide a team, establish an environment of trust within his team, and hold himself accountable for his team’s place within its organization.
It’s always best to lead by example – for the manager to exemplify the qualities of a trustworthy person (consistency, reliability, honesty, integrity, accountability, competency, transparency), AND, to set standards and expectations for employees to exhibit these qualities as well. When managers set the bar for trustworthy employees, and build a community of trust among themselves, their organization becomes stronger, more stable, and more efficient.
A standard for trustworthy behavior is a strong player in maintaining organizational trust. A trustworthy organization has clear values that are communicated with words, and demonstrated through actions. Clear communication couples with low levels of bureaucracy (high levels of transparency) to allow for employee empowerment, which, in turn, produces healthy risk-taking, innovation, engagement, and high performance.
So give your new managers the foundation they need to build organizational trust with – what else, but – Learning to Manage and Organizational Trust – two new titles in the Reproducible Training Library.
Contributing to overall organizational health, these half-day, classroom workshops deliver research-based content developed by subject-matter experts in a customizable format – allowing you to tailor them to your specific needs and deliver training on demand.