Executive Coaching Tools
~ Stephen R. Covey ~
Client Rebecca Asks: I’m fairly new here and my company seems to rank pretty low on the trust scale. I want to create a more open, trusting environment where my people feel free to share and grow. How can I use your executive coaching tools to work around my corporate culture without making waves?
Coach Joel Answers: Executive coaching and the work we do together can give you the tools you need create the environment you want, regardless of your company’s philosophy or operating style. So let’s talk about what trust actually looks like and the tools you can use to build it within your own team. Here are four key trust factors that I’d recommend putting at the top of your list:
- Be consistent
- Show respect
- Create transparency
- Have their back
1. Be consistent. Why is consistency important? Sometimes people associate consistency with someone who’s a plodder, boring or lacking initiative. I see it differently in the corporate environment. When you’re trying to build trust, it’s letting people know where you’re coming from, reassuring them that you’re not going to change your mind about key issues and assignments without warning. Your people will produce their best work when they know you’re giving them guidance without restricting their initiative or creativity. .
2. Show respect. A lot of managers, especially those who are relatively new on the job, are anxious to get the respect of their team. But you have to give before you get. There are many small ways you can show respect for your people. Ask their opinion about projects and work assignments. Show respect for their time. Start and end meetings on time. Keep appointments and don’t cancel at the last minute unless it’s an emergency. Respond promptly to their emails and phone calls.
3. Create transparency. In a lot of companies where the overall trust level is low, people feel left out of the process. You can start to reverse this trend by being open and honest about decisions. Open communication is a powerful tool. Don’t just tell people when a decision has been made; show them what’s behind it. Share the big picture so people know about company as well as departmental goals and objectives. Unless facts and figures are confidential, share them with your people on a regular basis. Above all, avoid having a hidden agenda.
4. Have their back. People need to know that you have their best interests at heart. Make a list of your key people and, at least once a week, ask them how things are going. Then really listen to their answers and engage in a dialog. Speak up for your people in meetings. Be their advocate. Give public credit for good ideas within your department and promote their ideas to company leaders whenever you can.
An environment without trust is an environment with poor motivation, low productivity, and high turnover. By using these four coaching tools, you can build a strong team and create a workplace where your people feel valued and challenged to do their best.
Is your workplace missing the all-important trust factor? To jump-start your own action plan, begin creating these 4 steps immediately. If you have any questions, please contact Joel.
Talkback: What have you done to build trust in your work group? What advice would you give someone whose company environment was low on the trust scale? Share your ideas here.
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