How can you identify your strengths and weaknesses in creating a culture of trust?

Feedback is an amazing way to understand the "I" factor . But a successful feedback mechanism cannot be set up overnight. One way is to list down all the promises made and track the progress just like a client deliverable. As leaders we need to be mindful of promises especially during crunch situations. Be it on growth, facilities or whatever irrespective of the size of the promise! So once we set up the culture of fulfilling promises, the environment would then be good for an open and honest feedback process. Each one of us are capable of making a mistake during our journey. We are human after all. So feedback is a great way to know where we are & what we need to do.

I have found that creating an environment that allows and encourages honest conversations where team members can speak up and be heard and listening to feedback without being defensive enables a culture of trust

Building trust takes time, in the early stages we need to focus on trust credit. My way to handle this stage is to be strong enough to handle a potential disappointment.

From the response and level of engagement over a period of time. Trust is a process so response will help me assess what I need to add and or take away and how best to get it done

GIVE, before you ask ! DO , before you speak! ACT, before you demand! LISTEN, before you talk And PROOVE, before you teach. There is no way to make you confident without knowledge and substantial proof of your efforts!

Self reflection is difficult for many leaders. I personally found that when I started journaling, my insight to assessing my own gaps was strengthened. Self awareness is a critical skill that many need to home.

You need to be completely transparent as a leader regarding what you lack to assess where you can look for support from your team. Everything is accomplished through a team effort. If you believe any differently, then you have already lost the battle.

To my honest opinion, talking about your doubts may create a situation where your team members may lack confidence into your instructions. Rather than being openly transparent about your weaknesses as a leader, you need to understand and appreciate the returns of your team, may it be criticism or praise. Work on yourself and be discreet about it. Your peers will definitely acknowledge your effort to improve without having a leader who lower his own standards.

Honest self-reflection may be difficult, but I try asking myself questions about what I think are my top 3 strengths, weaknesses, and areas of improvement. To help me know I am on the right track I select about 3 people. a (sometimes 2) work colleague at work/business, a close friend, and a family member. I ask them those same questions and give them enough time to reply. I compare it with what I have written and also seek further clarification about them if needed. This helps me confirm areas I need to work on.

Self-evaluation is important but feedback from the members of the team is necessary and must be done on a regular basis. Randomly ask for feedback from the lowest to the highest level of authorities in your team. A good working relationship within the team must be developed by encouraging trustworthy and transparency in the community.

Having goals is a great start but they need to lead to behaviors that you will continue for the long run. For me, paying attention to the people in my organization, not just my direct reports was very important. It’s more than superficially knowing them, it’s about seeing what makes them tick. Everyone would come to me to complain about others. By having good insight into everyone, I could tell when people may be passing judgment or not considering other perspectives and push them to see the bigger picture. This helped me to earn trust and gain credibility.

-Active Listening: Practice attentive and empathetic listening. Give your full focus to the speaker, maintain eye contact, and demonstrate understanding by paraphrasing or summarizing their points. This shows respect and validates their thoughts and feelings. -Consistency and Reliability: Be consistent in your actions and follow through on commitments. Reliability builds trust over time. Ensure that your words align with your actions consistently, as this reliability reinforces trust in your character. - Transparency and Open Communication: Foster an environment of transparency by openly sharing information, intentions, and decisions. Communicate openly, honestly, and tactfully.

Goals are great, personal or business. However the business goals can be at odds with others in the same organisation and thus, driver perverse behaviours. Be a listener. Drink in the knowledge of those around you - you never know it all! Don’t always do things in a formal setting (meeting, 1:1 etc). I always made time to catch people on the platform, over a random coffee or an impromptu train journey.

Do it SMART! You only reach your goals with simple, specific, measurable, achievable, reachable and timely expectations. Do not focus on yourself, but on your team’s strengths!

Having seen examples of leaders telling people what they want to hear, then promptly telling others something else - honesty is key. A no is a no, but it’s honest. I don’t know if you don’t know is honest. But the first Yes that is in reality is a no is a problem and never gets forgotten. Do as you want others to do.

Finally, trustworthiness is the determining factor of what makes a great team leader. You need to be able to guide, inspire and train your team to achieve higher standards. Using all experience available to bring yourself to a posture of confidence and self control. Be the master of your emotions and let your experience in the field display your capacity to get the job done. Stress management, Empathy, Discipline and above all team work. If you are able to work on these, you will have all the assets to achieve great things both individually and as a team. Cheer up! Trust yourself.

Examine Trust Metrics: If available, review any relevant metrics or surveys measuring trust levels within your team or organization. Analyze the results to identify areas where trust may be weaker than desired. Here are some Trust metrics examples -Employee Surveys -Net Promoter Score (NPS) -360-Degree Feedback

Your teams connected with your customers are the secret of your success. Do not do it in your own, as people are the most important part of the company and of your success!

The team is a exteded family. If you want to have a successful and happy family, it is necessary to listen to them carefully, think about everything you heard, take into account what was suggested and, based on that, propose a plan that you will explain in detail to them and submit for revision. This is how a successful and happy family is built.