IN TRUST WE TRUST

A recurring topic in this newsletter is the crucial role of great team members throughout your company. I firmly believe that without the help of people who are both skilled and aligned with your Vision, your odds of ascending to a Stage Five organization are slim to none. I also firmly believe that to attract and retain these people, founders need to create and maintain a culture of trust.

Right now, however, our trust levels as a society are at an all-time low. We see this increased skepticism, caution, and even cynicism in many areas of daily life — from media to science to interpersonal relationships — so it’s no wonder that this same attitude often applies to businesses and brands. 

Read more in Trust Part 1: A Forever Work in Progress.

So what can we do to right the ship and cultivate a culture of trust? How can we prove to people that our organization values them both as colleagues and as human beings? 

What it comes down to is the age-old (yet timeless) principle that actions speak louder than words. 

Having a defined set of Core Values to base company culture on is great, but what really matters is how you bring them to life. Anyone can say they have a collaborative, inclusive, or transparent culture. But how many companies actually incorporate those values into their daily operations? Founders demonstrate this through how we support, respect, and engage with our teams. Setting the stage for healthy, trust-based workplace relationships begins with leadership talking the talk and walking the walk.

PERSPECTIVES

“Employees who believe that management is concerned about them as a whole person — not just an employee — are more productive, more satisfied, more fulfilled. Satisfied employees mean satisfied customers, which leads to profitability.” — Anne M. Mulcahy

“Without trust, we don’t truly collaborate; we merely coordinate or, at best, cooperate. It is trust that transforms a group of people into a team.”

― Stephen Covey

MARK MY WORDS

There’s a multitude of ways to put trust at the heart of your company, including:

• Only making promises you intend to keep
• Admitting mistakes and acknowledging shortcomings
• Being more accepting and understanding of others
• Having the humility to know (and communicate) your limits
• Engaging in open, honest dialogue at all times

These behaviors are the building blocks of a thriving culture, not just in businesses, but in industries and communities. Founders have a unique opportunity to enact change on a larger scale. We can push for higher standards. We can promote and inspire trust by working on ourselves. We can create humane, resilient organizations that make an impact. 

Of course, this is easier said than done. Actively upholding a culture of trust and going against our current societal tendencies is an ongoing commitment. But make no mistake: Your efforts won’t go unnoticed. People recognize when companies put in the work to prioritize trust — especially if you’re up to the challenge of leading by example.

STAY TUNED

Another way to cultivate trust is through an agreements-based culture. Tune in for my perspective on what defines an agreements-based culture, the different ways it ties into transparent communication and alignment, and how this can help shape your organization for the better.