Are you looking to convince your employees to believe in you? Demonstrate that you trust them.
Remember the king who sprinted out of his castle, shouting, “Show me where my people are headed, and I will be able to manage them.” This is still happening, but the king is now transformed into a gang of managers who believe they can manage – or better, manage their employees. It’s not the reality. We know that you cannot lead anyone anywhere unless they choose to follow. It all is a matter of having faith in the leadership.
Based on a research study of 150 small to medium-sized companies done through Success Profiles, a diagnostic firm based out of Bozeman, Montana, whether or not employees truly trust their bosses impacts the growth of the company. Notably, companies whose employees had scores that were low to average on trust and confidence in their leaders saw moderate growth in their revenues, about 30 percent over two years. However, companies with scores above average or, in other words, the ones where employees actually believed in their leaders grew by a staggering 95 percent during the same time. The conclusion is that outstanding leadership is measured by the trust that employees have in their leaders can make a significant difference in the success of a business—three specific strategies to establish trust in your company.
1. Solicit Feedback
The most effective way to discover the extent to which you’re performing in your role as a leader is to ask the people working for you. But trust and confidence are delicate subjects, so it is essential to ask with care and frequently. When you receive these “upward assessments,” make sure you be sure to take the information seriously and take action. The fastest way to lower employee satisfaction is to ask for, accept feedback and then not take it seriously.
2. Challenge the Imagination
Your faith in your employees is a direct consequence of your faith in them. Make sure to be provocative at all times and by challenging their thinking by soliciting them to do something extraordinary, and you’re making it clear that you are confident in their talents. Trust and confidence are earned qualities, and you can be sure that the more significant amount you offer to others, the better results you’ll receive.
3. Be Polite, not political
There’s a significant difference between being a politician and being attentive to the needs of all those in your vicinity. Politics is a different thing altogether. Being witty or clever slacktivism doesn’t inspire loyalty. In fact, it can be the reverse. It is possible to win battles with clever tactics, but you’ll do not win the battle for respect. People want a leader who sticks by their values, is not a fool, and is generally open to all. If you are able to do this, your employees will be comfortable with your leadership … they will gladly be a part of your team as their manager.
Here are three easy yet not overly complicated ways to be the leader of the 21st century your people desire and need. If you stick to these strategies, then confidence and trust will be built, and you’ll see tangible business outcomes will follow.
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