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If you want to connect with your team, you need to reach them on a level they can relate to. To get results, they must recognize that there’s something in it for them – that’s just human nature.

Trust isn’t commonplace in organizations as most employees fear their direct supervisors rather than trust them. And if the employee doesn’t fear their manager, they probably don’t take them all too seriously.

There are typically two types of leaders – the pushover and the tyrant. And you probably lean towards one more than the other. Because pushovers focus too much on pleasing their team, while the tyrant has a win-at-all-costs personality, you must aim to be somewhere in the middle. You want your team not to be afraid of you, not walk all over you, but ultimately, respect you.

And to gain your employee’s respect, you need to build trust. Trust can be achieved by being transparent. Employees feel welcome to discuss company strategy and information by being transparent with their intentions and information. They feel invested in the company.

Remember, to be trusted, you need to give trust. Here are five actions that will help you develop a trusting relationship with your team through transparency:

Explain your transparency

If transparency is new to you, you’ll have to be transparent about the reasons why you’re promoting transparency and if you have limitations. Obviously, there are boundaries to what you can tell your employees. Explain to them why you can say what you can and can’t for everything else.

Make sure you’re aligned with your peers and employees

Nothing ruins trust faster than inconsistency. If your team is learning one thing from you but hearing something else from another source, you’ll end up in an uncomfortable position where you must explain yourself. And while you may have spoken the truth, multiple resources with conflicting information is always a recipe for trouble.

Address rumours

When organizations lack transparency, lingering minds combine with wagging tongues. People start to guess what goes on behind closed doors. If you catch wind of a rumour going around, address it immediately before it causes any damage.

Create a structure for transparency

Build a forum where everyone can freely exchange information. When employees feel that there is a channel for them to express their fears and concerns, trust is improved throughout the organization.

Know your limits

While it’s important to involve your employees, some information could potentially be harmful, particularly if you don’t have all the facts yet. Instead of causing panic, wait until you are in a better position to share the news that has been validated.

Do you have problems with building trust in your organization? Are you hesitant about promoting transparency within your peers and team? I can help you. Let’s have a chat:

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Inscape Consulting Group
Greg Nichvalodoff, BSc. BM (Honors), MBA, PCC, CMC
Office: 604.943.0800
Mobile: 604.831.4734