To Trust and to be Trusted

When I think about the dynamics of a team, I often liken it to football. Each player has a designated position, and the spotlight shifts from player to player. There are different titles and compensation levels, but ultimately, results depend on everyone coming together and trusting each other to perform their roles exceptionally well.

As a Rams fan (no hate, please—I’m British and married into this fandom), I witnessed a perfect demonstration of this last season. With Cooper Kupp out with an injury, Matthew Stafford lost his go-to receiver. As the quarterback, Stafford had to call the plays, be mindful of the variables, and make adjustments as needed. Enter Puka Nacua, a rookie drafted from BYU in the fifth round, about to start his NFL career. With Kupp out, there was an opportunity to step up, and step up he did! Puka went on to break a 63-year-old record for the most receiving yards by a rookie in NFL history. And he was only able to do that because he gained the trust of his QB. If that ball was coming his way, he had to be there and complete the catch.

Each time I have taken responsibility for or built a team, I emphasize the same principle: we’re all equally responsible for the successes and failures of this team. We’re only as good as our lowest performer. Our wins and losses are equally shared. We are a team, playing different positions.

If you have hired well, you have people on your team who possess strengths that fill your knowledge gaps. Embrace it, nurture it, and be honest about it. If everyone on a team has the same level of capability in the same areas, who’s learning? I lead a team of managers, each with wildly different skill sets and strengths. We divide the work accordingly and learn from each other as we go.

I am very intentional about creating space and visibility for each team member to showcase their strengths, resulting in high performance. They trust that they will be recognized and rewarded for what they do. 

So how do I build trust? As with most things in leadership, by example. Below are some quick tips to be mindful of when interacting with your team:

Open Communication

• Transparency: Be honest about company goals, challenges, and decisions.
• Availability: Make yourself accessible for questions and concerns.
• Feedback: Provide constructive feedback regularly and encourage them to share their thoughts and feedback.

Consistency

• Follow Through: Do what you say you will do. Consistency in actions and promises builds reliability.
• Fairness: Treat all team members equally and fairly, ensuring consistent standards.

Support and Empowerment

• Professional Growth: Support their career development through training, mentoring, and opportunities for advancement.
• Autonomy: Trust them with responsibilities and give them the freedom to make decisions.
• Resources: Ensure they have the tools and resources they need to succeed.

Respect

• Recognition: Acknowledge their hard work and achievements.
• Listening: Pay attention to their ideas, concerns, and suggestions.
• Understanding: Show empathy and understanding of their personal and professional challenges.

Integrity

• Ethical Behavior: Lead by example with ethical behavior and integrity.
• Admit Mistakes: Own up to your mistakes and take responsibility.

Team Building

• Collaboration: Encourage collaboration and team-building activities.
• Shared Goals: Foster a sense of shared purpose and goals.

Empathy

• Personal Interest: Show genuine interest in their well-being and personal lives.
• Support: Be supportive during challenging times, both professionally and personally.

If that feels like a lot, always follow the mantra of how you would want to be led. How would you feel if you were the Receiver rather than the Quarterback?