Trust: The Invisible Force Behind Leadership
In recent years, our cultural pillars: academia, media, health, and government, have all displayed frightening fissures, leaving an increasing majority of our global community lacking faith that the “experts” of yore can lead us to the next shore. As organizations, societies, and the global order navigate tectonic transitions, the need for trust in leadership intensifies. Leaders must adeptly handle these changes, understanding that their actions directly influence their team's trust levels. How do we build or rebuild trust in these challenging times?
Trust in leadership is crucial for navigating the complexities of organizational and societal change. In our current state, it seems like we have a dangerous paucity of trusted leaders to help us envision and strive for a brighter tomorrow. In the toxic media environment , we are disoriented, unsure of what is real, who really said what, what portion of the picture we are being shown (and if the picture itself is real!), and where to place our trust.
The flip side of this story is that we all have the tools needed to lead in this moment. In our pockets, we have the most powerful amplifier ever created. Through our positional and personal power, we can use this amplifier to turn the tides of trust, one interaction at a time.
“Trust,” like so many words we bandy around nowadays, is one of those words that means a lot of different things to a lot of different people. In Charles Feltman’s seminal book,The Thin Book of Trust: An Essential Primer For Building Trust at Work, he breaks this big-little word down into actionable bites that serve as a roadmap to reversing the downward trust trend. Feltman breaks “trust” into four elements: competence, consistency, care, and communication. This is especially pertinent as research indicates that leaders who manage remote teams are 22% more likely to foster highly trusting teams.
This statistic underscores the importance of effective leadership in remote settings where trust becomes even more pivotal. Competence in a leader, the first C, involves not only expertise in their field but also in managing the unique dynamics of remote teams. Consistency, the second C, is vital in these environments, where regular and predictable interactions build a stable foundation for team engagement.
Care, the third C, takes on new dimensions in remote work, where understanding and empathy must bridge physical distances. The final C, communication, is paramount in remote settings, where clear and effective communication is essential for overcoming the absence of face-to-face interactions.
In a world marked by uncertainty, leaders who invest in the 4-Cs of trust are better equipped to guide their teams through challenging times, fostering environments where connection thrives even in the absence of physical proximity.
If you are ready to dive deeper and drive greater impact as a trusted leader, apply to be part of our Facilitative Leadership program.
"I highly recommend this course to anyone seeking to develop the knowledge & confidence to be a impactful, self-aware, and resilient leader in their organization. Having the opportunity to learn, practice, and reflect on influence and communication styles led to a notable growth in my personal and professional journey, with the highlight for me being the coaching calls with Daniel where I was able to reflect on how I am applying these skills with intent and working with him to clarify and refine my leadership style."
Trey Brown, Dir. of Grants Management at The Rockefeller Foundation