{"id":5838,"date":"2017-06-19T21:03:15","date_gmt":"2017-06-20T02:03:15","guid":{"rendered":"http:\/\/www.scottcochrane.com\/?p=5838"},"modified":"2017-06-19T21:03:15","modified_gmt":"2017-06-20T02:03:15","slug":"4-ways-leaders-test-for-trust-in-their-team","status":"publish","type":"post","link":"https:\/\/scottcochrane.com\/index.php\/2017\/06\/19\/4-ways-leaders-test-for-trust-in-their-team\/","title":{"rendered":"4 Ways Leaders Test for Trust In Their Team"},"content":{"rendered":"<p><strong>Trust is the currency of leadership.<\/strong><\/p>\n<p><strong>Without it, you cannot generate<\/strong><\/p>\n<ul>\n<li>\n<h2>Loyalty<\/h2>\n<\/li>\n<li>\n<h2>Alignment<\/h2>\n<\/li>\n<li>\n<h2>Shared vision<\/h2>\n<\/li>\n<li>\n<h2>Consensus<\/h2>\n<\/li>\n<li>\n<h2>Momentum<\/h2>\n<\/li>\n<\/ul>\n<p>In other words, trust is the \u201csecret sauce\u201d that enables a leader to take a group of people to a new, better destination.<\/p>\n<p>So how do you know what level of trust exists between you and your team?<\/p>\n<p>Try this simply four-part \u201ctrust test\u201d.<\/p>\n<ul>\n<li>\n<h2><strong>The Assignment Test<\/strong><\/h2>\n<\/li>\n<\/ul>\n<p>Think of a time when an exciting new opportunity presented itself, and you found yourself considering allowing a member of the team to run with it. Did you hesitate? Did you second, third or fourth guess yourself before handing over the assignment?<\/p>\n<p>All of those are indications of low trust.<\/p>\n<p>What does high trust look like? It\u2019s when you quickly hand the ball off and say, \u201cRun with it!\u201d<\/p>\n<ul>\n<li>\n<h2><strong>The Permission Test<\/strong><\/h2>\n<\/li>\n<\/ul>\n<p>If you are looking at someone on your team with lower levels of trust, there\u2019s a good chance you require them to get permission from you, all the time. For everything.<\/p>\n<p>If trust is low, you insist of granting permission for even the most menial tasks.<\/p>\n<p>What does high trust look like? It\u2019s when you can look at your team member and say, \u201cYou are pre-approved. Go for it!\u201d<\/p>\n<ul>\n<li>\n<h2><strong>The Check-in test<\/strong><\/h2>\n<\/li>\n<\/ul>\n<p>How often do you require people on your team to \u201ccheck in with you?\u201d How often do you expect a report on progress?<\/p>\n<p>In a low trust environment, such reports are expected weekly, sometimes daily.<\/p>\n<p>What does high trust look like? It\u2019s when you can say to your teammates, \u201cJust let me know when you\u2019re finished the job!\u201d<\/p>\n<ul>\n<li>\n<h2><strong>The Set-back Test<\/strong><\/h2>\n<\/li>\n<\/ul>\n<p>Things will go wrong in any organization. That\u2019s a fact of organizational life.<\/p>\n<p>When trust is running low, your first reaction to a member of your team missing a goal will be reprimand. You will use the incident as an opportunity for scolding.<\/p>\n<p>What does high trust look like? It\u2019s when you look at a missed goal and say, \u201cSo, what did you learn?\u201d<\/p>\n<p>If these tests are pointing towards a low-trust environment, you need to begin rebuilding trust, and rebuilding it immediately.<\/p>\n<p>Because where trust is strong, teams will thrive, and results will soar.<\/p>\n<p>Trust, after all, really is the currency of leadership.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Trust is the currency of leadership. Without it, you cannot generate Loyalty Alignment Shared vision Consensus Momentum In other words, trust is the \u201csecret sauce\u201d that enables a leader to take a group of people to a new, better destination. So how do you know what level of trust exists between you and your team?&hellip;<\/p>\n","protected":false},"author":4,"featured_media":5839,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_bbp_topic_count":0,"_bbp_reply_count":0,"_bbp_total_topic_count":0,"_bbp_total_reply_count":0,"_bbp_voice_count":0,"_bbp_anonymous_reply_count":0,"_bbp_topic_count_hidden":0,"_bbp_reply_count_hidden":0,"_bbp_forum_subforum_count":0,"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[478,7,583,744,585],"tags":[],"class_list":["post-5838","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-featured","category-leadership","category-staffing","category-team-2","category-wisdom-2"],"_links":{"self":[{"href":"https:\/\/scottcochrane.com\/index.php\/wp-json\/wp\/v2\/posts\/5838","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/scottcochrane.com\/index.php\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/scottcochrane.com\/index.php\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/scottcochrane.com\/index.php\/wp-json\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"https:\/\/scottcochrane.com\/index.php\/wp-json\/wp\/v2\/comments?post=5838"}],"version-history":[{"count":3,"href":"https:\/\/scottcochrane.com\/index.php\/wp-json\/wp\/v2\/posts\/5838\/revisions"}],"predecessor-version":[{"id":5842,"href":"https:\/\/scottcochrane.com\/index.php\/wp-json\/wp\/v2\/posts\/5838\/revisions\/5842"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/scottcochrane.com\/index.php\/wp-json\/wp\/v2\/media\/5839"}],"wp:attachment":[{"href":"https:\/\/scottcochrane.com\/index.php\/wp-json\/wp\/v2\/media?parent=5838"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/scottcochrane.com\/index.php\/wp-json\/wp\/v2\/categories?post=5838"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/scottcochrane.com\/index.php\/wp-json\/wp\/v2\/tags?post=5838"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}