To be most effective, trust must be reciprocal between the organization and the people within the organization.  In today’s environment where people are seeking a high degree of independent thinking and behavior in sometimes loosely defined structures, the challenge can be daunting.

A systematic approach exists that will ensure that trust exists throughout
the organization.

Step 1:   Competence – This first step no longer needs to be an act of faith.  A record of
attainment, sometimes referred to as a track record, can normally quantify
competence.  Evidence of competence in an organization is more visible than that for an individual.  For the individual, it may be more difficult to quantify unless measurable standards have been employed.  Metrics may be set for any position.  As they are set, it becomes a matter of tracking and recording progress. Competence can then be determined. Competence on the part of the organization and the people within that
organization leads to the next step.

Step 2: Confidence – As metrics for each position are defined, understood, and accepted, true measurement of individual effectiveness can be determined.  A record of attainment can then be tracked, recorded, and monitored.  The organization then has documented evidence of a person’s competence, which should lead to a feeling of confidence in a
person’s abilities and contribution leading to trust.  With the realization of
organizational competence, greater people-trust will start to build.  Persons within the organization are confident that the organization will succeed and that level of confidence will lead to a greater feeling of stability and security that frees up the minds of people,
which leads to the next step.

Step 3:  Creativity – Many people possess a level of creativity that they are seldom or never asked to display or provide.  Such creativity can only be capitalized upon
in a climate of freedom from fear.  Truly creative people may make mistakes.  A
climate must exist that simply asks, “What did we learn from that experience
and what can now be done as a result of what was learned?”  A former CEO defined experience as, “Experience is all of those things that I am never going to do again.”  Certainly, some positive results should come from expressing creativity.  Ideas should
have a process for evaluating, decision-making, and implementation of the ideas
that are accepted.  Proper recognition and reward may also be a part of the process.

All of the previous steps are dependent upon this step.

Step 4:  Communication – The ability to communicate between individuals and between organizations and individuals is one of the most difficult skills to achieve and one of the most critical skills to possess.  Many techniques exist for communicating.  It is first necessary that a climate of willingness to listen exists.  Ideas to be considered should be well thought through and presented in an easy to understand manner.  The most
effective technique is the use of a prepared agenda for discussion and a clarification of the respective roles of each participant.  Discussion including presentation, creative
input,  questioning, and  paraphrasing continues until either agreement
or acceptance is achieved.  A summary of the discussion is then prepared and distributed to all participants and any actions to be taken because of the discussion are implemented.

Step 5: Commitment – As clarification of the mission, goals, strategies, and objectives is achieved through communication, commitment should naturally follow.  The roles of the organization and the individuals within that organization have been understood and accepted.  With mutual respect and confidence comes trust.

The Equation:

Competence + Confidence + Creativity + Communication + Commitment = Trust

Do you feel that trust is important in all of your relationship, please comment, I would like to hear from you

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