Originally uploaded by nikaa

Since we’re on the subject of trust, I want to bring up the subject of trusting in your employees. While it’s important for your team to have trust in you and belief in your leadership, it’s equally important that you place a certain amount of trust in them.

Your best employees are going to need you to trust them. They’re going to want you to trust them to make the right decisions. They’re going to expect you to trust them to accomplish the goals you’ve set for them. They’re going to want you to trust them and their work.

The following are three types of managers I’ve identified in the workplace. Trust me, you don’t want to see yourself in any of these descriptions. If you do, I recommend placing a little more trust in your employees.

The Micro Manager

Hovering over your team’s shoulders every few minutes won’t typically produce a more efficient team. There’s a difference between following up and being overbearing. Sadly, many can’t seem to find the right balance. While micro managing can be annoying to your best employees, can distract others, and can intimidate, the overriding message it sends is, “I’m your manager and I don’t trust you to finish the work I’ve asked you to do.”

The Better Than You Manager

A manager who has to remind everyone he’s the manager has other, more personal issues I won’t get into here. I’ve had a couple like this before, and I’m sure you can think of a few like this yourself. This manager is not unlike the manager with new clothes I’ve discussed before. The most important thing to know is you shouldn’t be looking down your nose at your team. Doing so not only destroys the trust your team has in you, the overriding message it sends is, “I’m your manager, I know better, and I don’t trust you to know anything.”

The Must Have Control Manager

This manager must be in control at all times. No matter how absurd that task really is. They will be looking over your shoulder often to see what you’re doing. Typically they’re trying to find something you’re doing wrong. Reading your emails, your IM’s, and recording your phone calls. While I understand the good that can come from your boss having access to these things, the manager who sifts through these communications all the time, just waiting for someone to mess up, is creating an atmosphere of mistrust. More importantly, their behavior is screaming, “I’m your manager and I don’t trust you to say the right thing.”

The Takeaway

Yes, it is essential you cultivate trust among your team in you to lead them. Yes, without it you and your team will fail. Yes, do everything you can to be consistent, honest, and encouraging to your team so you can help establish trust. BUT, you cannot forget the importance in trusting in your team. Empower them and get out of their way. Show them you have confidence in their talent and ability to succeed. Never let your actions say to your team, “I don’t trust you.”

Never.

Wesley

Originally uploaded by Breath of Life

When you’re promoted to a position of leadership, there’s an instant respect that comes with the position. The trust of the team and you’re ability to influence them comes later. It takes time, work, and team building. Too many take on their new position of leadership and expect instant trust. When it isn’t there as quick as they would like, they get frustrated and start making some of these 31 mistakes.

The problem: It usually doesn’t work that way.

The take away: Trust is earned. End of story.

internal 246/365, originally uploaded by shes_jack.

Lost trust in who? Lost trust in you.

1. You don’t demonstrate trust in your team.
2. You talk a lot and rarely listen.
3. You are an 18 second manager.
4. You don’t follow up when you say you will.
5. You don’t take responsibility.
6. You don’t share helpful information.
7. You practice reactionary management.
8. You focus on perception over real results.
9. You don’t admit to mistakes.
10. You haven’t defined the game you expect your team to play.
11. You use threats as a way to motivate.
12. You don’t communicate with your team often or well.
13. You always defend the status quo.
14. You avoid difficult decisions.
15. You make examples of team members when they make a mistake.
16. You don’t build a relationship with your team.
17. You are a fault finder, rather than a problem solver.
18. You rarely recognize or reward those who do an outstanding job.
19. You forget to be human.
20. You take opposing ideas as a personal attack on your ideas.
21. You manage by cliche.
22. You would rather spin than be direct and upfront.
23. You aren’t flexible.
24. You refuse to hold yourself and others accountable.
25. You hold meetings and then talk, filibuster, and grandstand the whole time.
26. You don’t respond well to opposing ideas or change.
27. You have no clear vision.
28. You are indecisive.
29. You don’t demand excellence.
30. You depress excellence by accepting mediocrity.
31. You solve problems by deploying the SMTP method.

There’s probably a few more reasons your team can lose trust in your leadership that I haven’t listed. What’s some reasons you can think of?