How to Stablish Trust in Your Organization

Sixteen years ago, when I have this School Head of mine who always delegate her work , giving challenges which sometimes ,results to headaches, i was then very obedient to her doing all the things.But never did She uttered "thank you" or "I trust you" for doing such work. The lack of trust was frustrating to some

and me, and it made everything we did so much more difficult: Conversations took longer, coming to an agreement was excruciating (if not impossible) and negotiating everything, from resources to outcomes, was exasperating. Well the relationship isn’t quite right, but you’re not sure why it’s so hard to get along. Every meeting seems to erupt in frustration; you sense there’s a hidden agenda alongside the one on the table in front of you. LEA MCLEOD MAn,The Muse cited that the Speed of Trust, accdg to Stephen M.R. Covey ,suggests that trust is essential for a team to function effectively. When trust is high, performance accelerates. Covey describes it as a leavening agent for performance. And when trust is lacking, the opposite is true. As I found with Angela (and likely she with me), because we didn’t trust each other, everything took longer, felt harder and as a result, cost more — emotionally and financially. I thought also that it’s the other person’s responsibility to trust you.It's the other way around. It’s your responsibility to invite others to trust in you — and you do this by behaving in a way that exemplifies your trustworthiness.Read similar article at http://mashable.com/ . Aim for the Best in your Work Covey says trust is a function of two things: character and competence. We certainly competent when it came to doing our respective parts well. However, a big part of our assignment required us to work interdependently and neither of us was getting that right. People trust others who get stuff done, so when you don’t do your job well — even just a portion of it — it’s harder for people to trust you. Be congruent This is where the character comes in. When your words are aligned with your actions, people will trust you. Everybody will say “Yes we want to move forward.” But in all honesty, we feared that the other was trying to muck our program, so we weren’t doing everything we could to actually move the project forward. That disconnect between our words and our actions caused some of us to seem untrustworthy. Your Word of Honor Trust is built on a consistent pattern of each of us doing what we say we will do. A word of honor is very important .People watch for this and make assessments about your trustworthiness based on it. You promised you’d have the report ready by the end of the day then turn up empty handed? That’s a strike against your credibility. Transparency in Dealing Everything Remember that hidden agenda perception is a — total trust killer. When you aren’t transparent about your intentions (e.g. what you’re trying to achieve, what you’re concerned about or what you really want to accomplish in a project meeting), you negate the others’ ability to trust you. Trust grows when you show care and concern for others.Even if how hectic the schedule is, asking the other people how they are,showing concern through simple conversation can is a bridge builder. The degree of trust you have with others can make or break your efforts. If you’re looking for ways to up your performance quotient, reduce your stress level and get more satisfaction out of your work, look for opportunities to build more trust with those around you.