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Great leadership through facilitation (part 2) – TRUST

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‘If you build a culture where you trust and empower your employees, treat them as adults and consider the way you approach them, you will get more. If you multiply that by all your employees, you’re going to improve your bottom line.’
Karen Bowes, HR Director, Capital One

This is the second post in the series called “Great Leadership through Facilitation” – In this post I will dig a bit deeper into some basic principles and techniques used to Creating the best possible setup for the team/organization to work in. So that each and everyone can bring their knowledge, competence and skills into play in a way that create the best possible results.

One of the most important business strategy questions leaders can ask themselves is, “How do I create a great work environment that attracts, motivates and retains the best and brightest talents?” You might be surprised that the answer is not any of these: above-market compensation, best-in-class benefits, top trends in office space design or technological superiority. The answer is summed up in one very important, highly relational, powerful word: trust.

A great workplace is one built on trust. Trust drives engagement and engagement drives business performance.

From the Employee’s perspective, a great workplace is one where they:

  • TRUST the people they work with;
  • Have PRIDE in what they do; and
  • ENJOY the people they work with.

Trust is the defining principle of great workplaces — created through management’s credibility, the respect with which employees feel they are treated, and the extent to which employees expect to be treated fairly. The degree of pride and levels of authentic connection and camaraderie employees feel with one are additional essential components.

Great workplaces are built through the day-to-day relationships that employees experience

In a workshop the facilitator increases the level of trust by using himself and showing his own vulnerability. A good facilitator (and a good leader) will be approaching the team in an open and transparent way – and maybe sharing (in the right doses) personal stories/values. The facilitator will be in front showing the “good example”

It’s also a great idea to have the team talking and discussing how they can gain trust in the team. A way could be to have the team identifying actions to increases and decreases trust, and in that way get a shared understanding together. 

A list could look like this:

I hope that you will find these posts inspiring and usable in your daily work. And I would like to hear about your comments to my thoughts.

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