This Building Trust article was written by ChatGPT4 after I gave it five key levers. I have to say an interesting and useful article. It excludes specific initiatives that would make it even more impactful, however next time I will ensure to add them. After this very small test, I can immediately see the massive impact ChatGPT will have on so many aspects of life and business. If you are not on this bus, then I suggest you get onboard.
Building Trust as a Leader by ChatGPT
As a leader, building trust with your team and stakeholders is crucial for the success of your organization. Trust is the foundation of any healthy relationship, and it takes time, effort, and intentionality to establish and maintain it. In this article, we will discuss five levers that you can use to build trust as a leader.
1. Role model the right behaviours, particularly inclusiveness and respect for all individuals and their views.
One of the most effective ways to build trust with your team is by modelling the behaviour that you expect from them. As a leader, you must embody the values of inclusiveness and respect for all individuals and their views. This means that you should be mindful of the language that you use, the way that you interact with your team, and the decisions that you make.
ILC additions: For example, if you want your team to be inclusive, you should actively seek out and listen to diverse perspectives, encourage open dialogue, and promote a culture of curiosity and acceptance of alternate ideas. By doing so, you demonstrate that you value everyone’s input and are committed to creating a safe and supportive environment. Guidance I have used before is that the leader “should always speak last”. The moment you provide your opinion the team will be significantly influenced; so may or may not honestly share their own thoughts.
ILC additions: Another important example is being 100% accountable for your deliverables. Expecting your team to be accountable, when you are not, undermines their trust in you.
2. Share information.
Transparency is key to building trust with your team. People are more likely to trust leaders who are open and honest with them. Therefore, you should strive to share information with your team as much as possible, whether it’s about company performance, strategic decisions, or individual feedback.
When you share information, you empower your team to make informed decisions and contribute meaningfully to the organization. It also shows that you trust them to handle sensitive information and that you value their input and feedback.
ILC additions: I love the quote from Sam Walton, the founder of Walmart, “the more you share, the more they care”. Many times through my career and in coaching discussions, leaders say they are cautious about sharing information as it may be leaked to competitors. The simple rule should be the team members must be provided the information to perform their roles optimally; an example is their P&L.
3. Connect with the Team and the leaders throughout the organization. Use approaches such as structured 1-on-1s, leadership team meetings, “skip level” lunches, and site/customer/country visits.
Building trust requires building relationships, and the best way to do that is through regular communication and connection. You should make a deliberate effort to connect with your team members and leaders throughout the organization, whether through structured 1-on-1s, leadership team meetings, or informal “skip level” lunches.
These interactions give you a chance to get to know your team members better, understand their challenges and aspirations, and build a sense of camaraderie and shared purpose. By making an effort to connect with your team, you show that you value them as individuals and are invested in their success.
4. Use trust-building tools.
There are several trust-building tools that you can use to facilitate communication and collaboration within your team. For example, you can implement regular feedback sessions, where team members can provide feedback on the organization’s performance, leadership, and culture.
You can also establish a mentoring or coaching program, where experienced team members can provide guidance and support to junior staff. These tools help build trust by fostering an environment of openness and accountability, where people feel comfortable expressing their opinions and seeking guidance.
ILC additions: Some specific ideas are:
a) Starting your meetings with Icebreakers that allow the team to learn more about each other. The internet is a great source for icebreakers, as is Impactful Leadership.
b) Profiling tools such as DiSC, Myer Briggs, Clifton Strengths Finder, Enneagram, etc. provide powerful insights into your leaders and how they should best interact with each other. It is also a lot of fun to do at your retreats … Impactful Leadership can assist with your retreats and facilitation with these tools.
5. Be adept and proactive at handling conflict.
Conflict is inevitable in any organization, and as a CEO, you must be prepared to handle it effectively. Conflict can be damaging to trust, but it can also be an opportunity to build it, depending on how you handle it.
As a leader, you should be proactive in identifying and addressing conflicts before they escalate. You should create a culture of open communication, where team members feel comfortable expressing their concerns and working together to find solutions.
When conflicts do arise, you should approach them with empathy and a willingness to listen. You should strive to understand the root cause of the conflict and work with the parties involved to find a mutually beneficial resolution. By handling conflict in a constructive and empathetic way, you can demonstrate your commitment to building trust and creating a positive workplace culture.
ILC addition: Refer to an earlier article on “Confrontation as a Conversation”.
In conclusion, building trust as a CEO requires intentional and deliberate effort.
Impactful Leadership can assist you.
da**@im***************************.com
