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Not getting the most out of your team?
6 Steps to Manufacture Trust🧵
6 Steps to Manufacture Trust🧵
Sound familiar:
-> You gave obvious directions only get 15 questions back
-> You asked for feedback & instead got averted glances
-> You have an open-door policy but no one comes in
Know why?
They don't trust you.
Don't wait patiently for trust to develop.
Manufacture it.
-> You gave obvious directions only get 15 questions back
-> You asked for feedback & instead got averted glances
-> You have an open-door policy but no one comes in
Know why?
They don't trust you.
Don't wait patiently for trust to develop.
Manufacture it.
There are 2 types of trust:
Dependable Trust
-> Reliability, competency, commitments to each other are kept
-> Wards off micromanagement
Emotional Trust
-> Respect, safety, having each other's backs
-> Encourages radical candor
High performing teams demand both.
Dependable Trust
-> Reliability, competency, commitments to each other are kept
-> Wards off micromanagement
Emotional Trust
-> Respect, safety, having each other's backs
-> Encourages radical candor
High performing teams demand both.
1/ Raw Materials
Quick reminder:
-> Be honest
-> Own your mistakes
-> Honor your commitments
-> Communicate early when you can't
These are table stakes.
-> Hire good humans too.
They're are foundational to your system.
Remember: With any system, Garbage In = Garbage Out
Quick reminder:
-> Be honest
-> Own your mistakes
-> Honor your commitments
-> Communicate early when you can't
These are table stakes.
-> Hire good humans too.
They're are foundational to your system.
Remember: With any system, Garbage In = Garbage Out
2/ Set Targets
Well, maybe not targets, but intention.
It's hard to manufacture something if the team doesn't have the specs.
So tell them:
-> Why is it important to you?
-> Why they'll benefit from leaning in?
-> Co-author the agreed behaviors.
They'll own what they create.
Well, maybe not targets, but intention.
It's hard to manufacture something if the team doesn't have the specs.
So tell them:
-> Why is it important to you?
-> Why they'll benefit from leaning in?
-> Co-author the agreed behaviors.
They'll own what they create.
3/ Design the Line
What's on the trust factory floor?
-> Show people you care
-> Show them you're fair
-> Show your vulnerability
-> Shine a lot of light - transparency is key
There's a reason the quote "sunlight is the best disinfectant" has lasted 150 years.
What's on the trust factory floor?
-> Show people you care
-> Show them you're fair
-> Show your vulnerability
-> Shine a lot of light - transparency is key
There's a reason the quote "sunlight is the best disinfectant" has lasted 150 years.
4/ Walk the Floor
You goal isn't to direct, your goal is to support.
-> Find what's working and praise it
-> Find what's not working & seek to understand
You don't build trust, you earn it.
Know who people trust?
Those they can help:
You goal isn't to direct, your goal is to support.
-> Find what's working and praise it
-> Find what's not working & seek to understand
You don't build trust, you earn it.
Know who people trust?
Those they can help:
5/ Make It OK To Pull the Cord
If there's one company that knows how to manufacture it's Toyota.
To ensure quality, all of their assembly lines have an "Andon Cord".
A quick tug by any worker can stop the line when to address a problem.
You want your team to do the same.
If there's one company that knows how to manufacture it's Toyota.
To ensure quality, all of their assembly lines have an "Andon Cord".
A quick tug by any worker can stop the line when to address a problem.
You want your team to do the same.
Three things happen:
-> You crowd source interactions that require examination, building a shared understanding.
-> This simple act of empowerment will accelerate trust.
-> You're normalizing high standards & accountability, a clear exit sign if you can't operate that way.
-> You crowd source interactions that require examination, building a shared understanding.
-> This simple act of empowerment will accelerate trust.
-> You're normalizing high standards & accountability, a clear exit sign if you can't operate that way.
6/ Compress Cycle Times
Look back on groups you trust:
-> College friends
-> Military platoons
-> Sports teammates
-> Theatre productions
-> Startup founding teams
The had two things in common:
-> Concentrated interactions
-> Collective moments of risk & reward
Look back on groups you trust:
-> College friends
-> Military platoons
-> Sports teammates
-> Theatre productions
-> Startup founding teams
The had two things in common:
-> Concentrated interactions
-> Collective moments of risk & reward
What can you orchestrate?
-> Physical: I took a team up a 1500' mtn in the winter on snowshoes
-> Emotional: A friend brought her team for a historical tour of Normandy
-> Social: A full team competitive hackathon weekend w/ prizes
Be thoughtful & inclusive, but be daring.
-> Physical: I took a team up a 1500' mtn in the winter on snowshoes
-> Emotional: A friend brought her team for a historical tour of Normandy
-> Social: A full team competitive hackathon weekend w/ prizes
Be thoughtful & inclusive, but be daring.
Doesn’t trust need to be authentic?
100%
My wife had a great analogy:
-> You can farm the old way. Till the earth, sow seeds & hope the weather cooperates.
Or
-> Improve your yields, farm year round inside, optimized by systems.
Why wouldn't you try to earn trust faster?
100%
My wife had a great analogy:
-> You can farm the old way. Till the earth, sow seeds & hope the weather cooperates.
Or
-> Improve your yields, farm year round inside, optimized by systems.
Why wouldn't you try to earn trust faster?
REFERENCE:
The coaching crew over a @BetterUp wrote a detailed article on team trust.
If trust as the reserve currency of the work economy, it's worth going long.
Read the full piece:
www.betterup.com/blog/how-to-build-trust
The coaching crew over a @BetterUp wrote a detailed article on team trust.
If trust as the reserve currency of the work economy, it's worth going long.
Read the full piece:
www.betterup.com/blog/how-to-build-trust
TL/DR
1/ Raw Materials
2/ Set Targets
3/ Design the Line
4/ Walk the Floor
5/ Make It OK To Pull the Cord
6/ Compress Cycle Times
1/ Raw Materials
2/ Set Targets
3/ Design the Line
4/ Walk the Floor
5/ Make It OK To Pull the Cord
6/ Compress Cycle Times
If you found this helpful, follow along @dklineii.
I write 1-2 threads per week on leadership, coaching & management tactics.
If you're looking for more inspiration on intentionally building trust, NBA head coach Gregg Popovich sets the standard:
I write 1-2 threads per week on leadership, coaching & management tactics.
If you're looking for more inspiration on intentionally building trust, NBA head coach Gregg Popovich sets the standard:
