Trust Model : Tips for building trust in relationships

A common belief people explore in their ‘Leading People’ model relates to trust. For example, ‘I believe that people in my team will perform at their best when…

• they trust and respect their leader, and know that their manager cares for and supports them
• they trust and respect their colleagues, and there is a positive ‘vibe’ : a strong sense of trust, collaboration, fairness and teamwork within their group
• they believe that they work in a ‘just’ environment that incorporates principles of fairness and equity, and where trust and collaboration is demonstrated by all’

Trust takes time to build, but can be broken in an instant!

 

We recently came across an article on LinkedIn that was helpful in providing a suggestion to help diagnose the level of trust in relationships. It also provided some practical tips on how to strengthen relationships with people – considering each person in each context. It suggested a formula to help diagnose trust in relationships:

 

 

 

 

 

 

I’ve come across another TRUST formula in my travels that has also resonated with people. Aside from the obvious elements of reliability and credibility, the pieces about ‘intimacy’ (authenticity / self disclosure) and the degree of self interest (self orientation / personal agenda) are helpful reminders about what really matters in building and maintaining strong relationships. The placement of the self interest element as a denominator emphasises the power this can have on both growing and destroying trust between people.

 If you want to find out more about activities to diagnose and improve trust, follow the link to Linked In article.

 

Here is a link to another blog exploring the TRUST equation

 

And click here for a link to a video exploring the TRUST equation

 

 

If you want to find ways to build stronger levels of trust with those you work with, check out these suggestions in a recent Forbes article.