Delegation and trust, two of the most misunderstood things in leadership. Over the years I’ve had the opportunity to meet a lot of really awesome people who have shared some invaluable advice.
Here are a few of highlights from that conversation:
- Strength of Delegation: Delegation allows us to multiply ourselves. We, as leaders, should want that trust widely placed. It is the most compelling form of motivation. It is amazing how people respond when trust is given to them. We get better results and have more capacity to grow. (That’s kind of important.)
- Mutual Trust: The No. 1 defining characteristic of what makes a great place to work is mutual trust. It engages people. It energizes people. It creates a workplace of choice. Most importantly, champions are always attracted to great places. They’re looking for a place where they don’t have to worry about being held back because of a lack of trust. Some create rule-based companies because they’ve never learned how they can trust their team.
- Removing Doubt: People automatically believe you have an agenda if they feel like they’re not trusted. They think you have something hidden up your sleeve if you’re not sharing information. How do you avoid that? Declare your intent. Give them the why behind the what, so they know what you’re trying to do. You’re being transparent, and they know there’s nothing to hide. Here’s what I’m trying to do. Here’s why, etc. It’s virtually impossible to declare an agenda that’s self-serving.
Question: How has trust affected you in your working career?