TRUST – An Emotional response, not necessarily a rational, considered one.

No time to read right now?

Click PLAY to listen to the Newsletter audio file. 

Corporate environments can be a minefield, with challenges to our sense of safety (psychological, emotional and physical safety), feelings of trust and our sense of belonging.

We will do what we have to do not risk rejection from this tribe/team because trust is the glue that holds our teams together, especially when the going gets rough.

We continually scan our environment for readings of trust, judging whether it is safe for us.  We scan everyone we meet, in 15ms we have concluded (not rationally as there isn’t enough time, this is instinctive) whether we can feel safe with this person.

We know the old saying trust is not given or received, it cannot be demanded.  It is a deep-rooted conclusion based on hormonal state (anxiety levels).  “Trust is an emotional state, reflecting our assessment of whether we can rely on those around us” says Owen Eastwood from his excellent book “Belonging, the Ancient Code of Togetherness.  It is not a rational calculation; we look for evidence in others to alleviate fear and reduce stress.  If we needed proof that trust is highly emotionally charged, think about what happens when our trust is broken and how highly emotional it is.

There are a few elements of trust worth noting:

• Reliability develops when promises are kept, and tasks are completed as expected.  But also, when we feel that there are no hidden agendas, there are no ‘silo secrets’ and no surprises.

• Openness and having an environment where thoughts, opinions and feedback are shared openly.  Like feeling okay to admit you hate pineapple on your pizza during a team discussion!  Knowing that the team will play the ball and not the player.

• Confidence in your team, and believing in each other’s abilities, a bit like passing the ball to a teammate, knowing they will score the goal.

Trust, like reputation can take ages to develop, and mere seconds to destroy.  Clinton Bown, an expert and thought leader in this field, says reputation costs you nothing, until it costs you everything.  I believe trust is the same.

Is your team openly trusting of each other?  Are there differing energies that need to be balanced or addressed in your team?

Psychological safety, trust and a sense of belonging are absolutes that need to be present in your teams.

I help teams and people work better together.  Book a call with me and we can explore how else we can lift the sense of trust in the team and overcome any disharmony and disconnection.  Or share this blog with anyone you think may value it.