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How to Build Trust on Your Team

To kick off a recent workshop at Rice University’s business school on building trust, I invited Melinda English, Rice’s Director of Organizational Development and Talent Strategy to share her story.  This is what she said:

I have seen the impact of increasing trust work its magic over the years. You cannot put a price on trust and psychological safety when it comes to team cohesion and effectiveness.   Recently one of my new team members led us through an exercise called What’s Working/What’s Not Working and the number one thing revealed as what IS working is the level of trust on our team. This was so wonderful to hear because I know it is foundational to team resilience and working together to achieve some very big goals.  Since half of my team is new, I have been very intentional about taking the time to do team building and development despite the temptation to skip over it because there is so much to get done.

Specific Strategies

Here are some specific ways we are building trust on our team:

  • For my one-on-ones it is not just about what is going on at work. I feel it is really important to know how they are as a person and I want them to know I care about them as a person first.
  • Every team member completed an All About Me form. Each time we meet I take a category and everyone gets to guess who goes with each one.
  • We all took a values survey and then shared our top five. From there we identified our Team Commitments.
  • One of our new team members is leading us through a Teams That Work discussion, which allows us to learn what is impactful to each team member. You have to show trust in them to lead and lead differently in order be trustworthy.
  • We recently completely individual “User Manuals” and will be sharing the highlights of those.
  • We rotate meeting facilitation and start each meeting with a quote – some funny and some inspirational.
  • For projects I try to select those members where I can leverage their strengths or ask the team who might be interested and they are wonderful about taking turns.
  • Last but not least, we actually have A LOT of fun. I never sacrifice this and it has always been well-received.

As you can see I believe it is not just any one thing and that it has to be consistent and intentional because it develops over time.

Results

It’s indicative of Melinda’s trust with her team that she invited them to email me their confidential input about their team and her leadership.  Some of the common themes were:

  • Respect
  • Honesty
  • Authenticity
  • Caring and support
  • Psychological safety
  • Valuing each other’s experiences, thoughts and opinions
  • Celebrating successes and learning from mistakes
  • Follow-through
  • Responsiveness
  • Communication
  • Focus on development
  • Leading by example

As a result of Melinda’s leadership, her team has been able to persevere during an incredibly challenging time with motives and spirit intact.

These are the 7 Elements of Trust we discussed in our workshop.  I invite you to consider which one is most challenging for you.  How could improving in that area impact trust on your team?