Someone You Can Go to War With - Trust in Organizational Life

"Regard your soldiers as your children, and they will follow you into the deepest valleys; look upon them as your beloved sons, and they will stand by you even unto death." — Sun Tzu, The Art of War.

At first glance, you might think, "What nonsense—an organization is not a war." While it's true that the workplace isn't a battlefield, the phrase "going to war" shows how important trust, unity, and strength are when facing the challenges and unknowns of organizational life.

Sun Tzu's The Art of War—a text taught in Harvard management programs for years—offers profound insights into leadership and strategy. But one lesson stands out: trust is the key to success, whether in war or business.

Think about this in your role as a leader: when you make decisions, how open are your teams to follow you? What happens during times of change? How do they respond?

In my career, I've witnessed the profound impact of trust. In one project, I worked with a leader I could "go to war with." Our mutual trust drove collaboration and led to a highly successful outcome. In contrast, a different project lacked that trust, resulting in inefficiencies and resistance to change. This experience reinforced how crucial trust is in fostering effective teamwork and openness to transformation.

The Power of Trust in the Workplace

Trust is the backbone of any strong team. When team members trust each other, they feel safe, which leads to higher morale, more engagement, and a stronger drive to work harder. Research from ADP shows that trust can raise engagement by as much as 45%. When people trust one another, the whole organization benefits.

Building Organizational Trust

Building trust takes time and effort. It depends on key traits that lay the base for teamwork and loyalty. These traits don't just shape daily work—they help build the company's good name, inside and out.

Here are five key traits that build trust in any organization:

• Openness: Trust starts with clear and honest communication. Trust grows when everyone knows where they stand and when leaders are open.
• Benevolence: People trust leaders who care about them. Trust deepens when policies show genuine concern for the team and customers.
• Competence: Trust grows when people know they can rely on their colleagues to do their jobs well.
• Integrity: Honest and fair leaders build trust. When people feel that they work in an honest place, trust flourishes.
• Predictability: People trust teams and leaders who deliver steady results. Consistency builds confidence over time.

Conclusion

In the end, trust is not just a nice thing to have—it's essential for success. Without it, teams fall apart, and projects fail. But with trust, people work together, support each other, and are ready to face any challenge. Building a strong culture of trust means your organization can weather any storm.

So, ask yourself: Who would you go to war with your team? And what steps can you take to build deeper trust so your team is always ready for what comes next?