TRUST AT WORK

Fourth publication in the Human Touch series

"I believe that we can achieve much more as a team. If we only trust each other more" - a manager has said.

"Why have you chosen to stay here" - a leader has asked?

"I have decided to stand in the middle. I believe that we have some trust in the team but it is not what I expect" - he commented.

A group of eighty employees gathered together in a room. They have talked about respect in their organization in the first part of the workshop. Now it is a turn to deepen the level of trust. 

The leader has asked each person to stand in the room at the place that will represent their individual perception of Trust in the team.

He drew a line on the floor. 

One side has represented a very low level of trust. The other side has represented a very high level of trust. Employees have selected various positions. You would see a group standing in the middle, small group on the left side, some people standing on the right side.

"What do you feel standing here" - the leader has asked few people in the middle of the room.

"I am ok. It could be better. It could be worst. Nothing to worry about" - said somebody.

"We are ok. I am not satisfied, but is not bad" - the other person has commented.

Many similar comments were raised by the group that gathered around the middle of the room. The overall perception was: it is not bad, it can be better. No real urge to change was visible.

The leader asked people on the left side to share their perception. Some people from the middle group had ironic comments to those who decided to choose the left side.

"Try to listen with respect to all opinions. Each of you will have a chance to share his/her perception and feelings" - the leader commented.

"I have an impression that we do not trust each other at all" - a person standing on the left side has said.

"How do you feel standing here?" - the leader asked.

"I feel terrible. I feel disappointed. I do not see any trust in our team. We are playing games" - she said.

Few other people have shared their perception of low level of trust. The atmosphere has become quiet and serious. People have started listening openly. A real emotions have surfaced the room like: irrytation, disapointment, sandness and helplessness. Emotions have touched the other people standing in different positions. The discussion have become more interesting.

"Why have you decided to stay here?" - the leader has asked the other person standing on the right side.

"I trust the team and have an impression people trust me" - he said.

"Oh. It is good. So you have chosen that position to represent your individual level of trust. If you were to assess the trust in the entire team, where would you move" - the leader has asked.

"In this case I would be here" - he has moved a little bit towards the middle.

"How do you feel moving to that position?" - the leader has asked.

"I do not have so much enthusiasm right now" - he said.

Deep desire to improve trust.

There is a deep desire to improve trust in any team or organization The first thing That you will hear from managers and employees is:

"We want to trust each other more" 

Employees, managers, board members desire more trust within organizations. They want to improve relationships. Managers want to trust their employees. Employees would like to trust their bosses. What is the challenge?

To improve trust you have to create a space to share emotions and feelings.

Without real discussions about how people feel in the team, there will be no change. Rational discussions about definitions will not change the dynamic. Setting rules and requesting compliance has a low impact. The real honest discussion about different perceptions and feelings related to the current situation is an opportunity to build more trust. Emotions can shift the situation. You need to build strong enough desire to transform the situation.

Being sensitive enough and respectful to unpopular voices shows the others that you really care.

What is the level of trust in your team? What do you feel?

The group members had a chance to share their feelings and emotions. They have created more trust in the room. The group have continued their work. The next part of the workshop was concentrated on building more openness.

Remember that Your emotions and feelings are part of who you are. Embracing your emotions You respect Yourself.