- Purpose– Remember why you decided to make these changes. Focus on the benefits for yourself and others.
- Patience– Expect that you will fall back into old behaviors under stress. Give yourself a break and ask others to do the same.
- Practice– It takes about a year of consistent practice, feedback and accountability to sustain a behavior change.
- Plan– Who will be your feedback and accountability partners? How will you deal with setbacks?
What makes you trust someone? Transparency, maintaining confidentiality, delivering on commitments, telling the truth even when it’s difficult – these are some of the qualities of a trustworthy person. With the continual news about public figures abusing the trust of their constituents, fans and families, building an environment of trust is a timely topic for all leaders.
Here are a few fundamentals:
- Let go – delegate authority and trust your team to handle it responsibly
- Be honest – give constructive feedback
- Admit your mistakes – set the example for humility and learning
- Show that you care – about them as a person, not just an employee
- Be consistent – so people will know what to expect
Building trust takes time but it is an investment with a significant return. I invite you to consider one thing you might do this month to build trust with a colleague and how that might pay dividends to both of you.