Yikes! Would you trust him? I’m not sure I would. Although, she seems to be on the board of her own free will and there appear to be at least four successful attempts so far. Still, one wrong move and she’s a goner. The stakes are as high as they get in this relationship. Fortunately, the stakes aren’t nearly that high in most of our relationships. Yet, it seems there is less trust in many of our relationships, especially at work, than there is between these two.
I’ve written on Trust in previous posts. I wrote about the Engager Dynamic called Trust. Later I wrote about How to make a Habit of Trust. Trust is so critical to work that I’m compelled to write about it again. In his book The Speed of Trust, Stephen M.R. Covey says that the true equation for Results is (Strategy x Execution) x Trust = Results. In that equation low trust is like a tax that diminishes your results and high trust is like a dividend that increases your results. It’s that important.
Covey writes about Four Core elements of Self-Trust which he says is all about credibility. The elements are Integrity, Intent, Capabilities, and Results. In my experience the question of Intent seems crucial. The new COO of an organization recently distributed his written leadership philosophy. It contained the statement, “We judge ourselves by our intent. Others judge us by our behavior.”
Intent is someone’s planned or desired outcome. Behavior is the manifestation of one’s Agenda and Motive which, hopefully, fully and accurately represent their intent. The COO’s point is that all anyone has to go on when deciding on your credibility is your behavior. They can only discern your intent by what they see you do. Covey makes the great point that often trust is depleted simply because of a poorly executed good intent. The intentions were noble but the behavior failed to accurately reflect the intention. When that happens people interpret the intent by the poorly executed behavior. At best they are confused. At worst they become suspicious of your intent and trust evaporates.
Several weeks ago, I was on a conference call with some corporate leaders. In the room with me were 8 – 10 other team members on speaker phone. One of the corporate leaders congratulated me for a particular accomplishment. I had done none of the actual work to achieve the celebrated outcome so my intent was to give credit where credit was due and I quickly named off the people in the room who had actually achieved that result, except one. I still don’t know how I left that person’s name out but that was a poorly executed good intent. Later, I apologized but I can never get that moment back.
On Covey’s list of the core elements of credibility, intent is the least obvious to the observer. Integrity, capabilities, and results are much easier to see from the outside. It’s the questions about intent, especially for a boss, that cause so much energy to be wasted on suspicion and CYA when trust is low. If someone doesn’t trust their bosses intentions, they will be less productive because they’re wasting time and energy trying to figure out what s/he is up to and planning their next move like a chess player.
There are at least two things you can do to prevent misunderstanding about your intentions. First, declare your intentions. When you take an action or make a decision, let people know what your intentions are for that action. That way, when they recognize the outcome you intended, your credibility goes up.
The second thing you can do is to invite feedback. Don’t assume people will come to you and let you know they are confused about your intentions. Establish yourself as an open person by inviting and then graciously receiving feedback. Do that enough times and people will come to you voluntarily with their feedback. That’s how I found out I had left the person off the list on that conference call. They came to me after the call and told me. They only did that because they knew I was open to feedback.
By the way, those two steps are also helpful in repairing trust that has been broken. It most likely will have to be in the reverse order, though. Invite feedback when you believe trust is low. You may have to examine and adjust your intent, motive, or agenda to regain credibility. If so, say so. Otherwise explain your intent and make restitution for any harm poor execution may have caused.
Covey’s “Waves of Trust” are a ripple effect starting with one’s personal credibility, which impacts relationship trust, organizational trust, market trust, and finally societal trust. We have a crisis of trust all around us. Don’t let it prevail in your organization. Take steps to establish your credibility. As Ghandi said, “be the change you want to see in the world.”