want to know the secret formula to building trust in your teams?
who would’ve thought algebra could be useful in HR?
Don’t worry, if you’re like me (#notamathsperson) this equation is pretty straight forward.
Introducing the ‘trust equation’.
The key elements:
Credibility: How credible and competent you seem based on what you say.
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Reliability: Whether you are dependable based on your actions.
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Intimacy: Whether you’re a ‘safe space’ for people (clue: this involves being an empathetic leader).
divided by
Self-orientation: Are your motives selfless? High self-orientation (focus on your needs) results in low trustworthiness, because you appear to have ulterior motives (i.e. your needs appear more important that your direct report’s).
So, if you’re a leader, how can you build trust?
👉🏼 focus on being more human. Show vulnerability and be less transactional (intimacy).
👉🏼 be consistent in how you show up; and if you make commitments (no matter how small), keep them (reliability).
👉🏼 stay curious about your team’s questions and offer support, without judgement - especially if you’re a subject matter expert (credibility).
👉🏼 show genuine interest and empathy in 1:1s with your team (to show your motives are not self-oriented).
Now that the maths lession is over, how do you think you or your leaders weigh up?
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