As you’re all well aware of by now, my family owns REI Nation, the leading company in turnkey real estate investment. This isn’t about to be a pitch, don’t worry (our reputation says plenty!). I do want to talk about something we as a company have learned over the years and how it impacts all of us in the professional world — particularly those in a position of leadership.
Trust is at the foundation of every successful business, every solid reputation and every happy team.
Have you ever found yourself in a position where you didn’t trust the people you were working with? The bosses above you? It causes a lot of anxiety, worry and stress. It’s miserable!
Trust is something that takes a long time to buildup but seconds to lose. And, at the end of the day, people that feel trust and trusted show up and do the best work, have more productive conversations and are, in general, more satisfied.
The days of being able to trust someone based on a word and their handshake are gone. But when making promises, we should act as though these things are as binding as they once were.
4 Ways to Build Trust in Leadership
1) Consistent Transparency
Trust begins with transparency. Regardless of your position, you must make the effort to be open and honest. Honesty can be difficult, especially when it puts you in a less-than-stellar light. Transparency, however, means that we are honest about our failures, shortcomings, and missteps. It means communicating in every stage and season — in good times and bad. Be clear about what is happening and what you are doing about it. It’s not enough to assume that others know or understand why certain decisions are made.
Explain the rationale and process, next steps, and even involve others in the decision-making process.
2) Offer Trust First
We often guard ourselves with the expectation that others cannot be trusted. Our own mistrust can, in turn, prevent others from trusting you. Be the first to extend an offering of trust to someone else. Give them a vote of confidence. When you expect to trust others, you will find that it is easier for them to trust you. Our guard lowers and we’re more willing to be truly involved and engaged in the work and the process.
Offering trust doesn’t mean blind trust. If anything, it means we approach others believing in the best of their intentions. We aren’t looking for saboteurs, dead weight, or dishonesty behind every corner.
Instead, we believe the best in others so that they believe the best in us.
3) Listen Well
I’ve addressed the value of good listening skills before, in various ways, but it is no less important when it comes to building trust. People trust when they feel heard and valued. When they know that you have their best intentions in mind or the best intentions for the success of the collective group in mind, it’s easier for them to build trust.
Many times we think we’re good listeners when we aren’t. Listening is more than hearing. Be aware of how your body language or tone may give unwanted signals. Maintain eye contact. Repeat and rephrase what the other person says to clarify your understanding and ensure the other person that you do understand. Remain engaged in conversations — don’t look to a phone or computer screen, out windows, or off into the distance.
Listening well, too, means taking what others say into serious consideration. It means valuing what others have to say without dismissal.
4) Address Issues
Follow-through is a key component in building trust. If we can’t keep our word, what do we have? Part of building trust means addressing issues as they come. Not only does this reflect your listening skills, but it says that you will do what you say you will. Issues can be everything from interpersonal conflict and customer satisfaction to flaws in the system and process.
As leaders, it is our responsibility to take issues seriously. We never want to brush off or ignore a problem: this is not only detrimental to the quality of the work that you do, but it says, plain as day, that you cannot be trusted.
Address problems with transparency and with an ear and appreciation for feedback.
How has trust (or a lack thereof) impacted your ability to lead? Share in the comments.