Build Trusting Relationships
Michael Copp, Team Brief, Nov. 13, 2015
As a leader in this industry, I am sure you are aware of the importance of building relationships based on mutual trust. A team-spirited approach can create many positive results for an organization. I’d like to share with you some of my favorite concepts presented by various business management experts.
Dr. Brian Joiner (1994) in his book, Fourth Generation Management, describes the evolution of four generations of organizational management. They include management by-
- doing (leading to Fredrick Taylor’s Principles of Scientific Management in the early 1900s)
- directing (we tell you how to do your work)
- results (go do it and we’ll reward or punish you based on your results)
- method (enhance the process together through fundamental process improvement)
Fourth generation managers understand that today’s progressive technological environment, an ever-expanding global market, and decreasing tolerance for poor quality, requires a greater need for organizations to use high performing teams to creatively and quickly remedy cost, quality and on-time performance deficiencies. As Dr. Joiner (1994) wrote, “…if they don’t find ways to get better faster at things that count, they’ll soon be out-stripped by companies that do.”
At least 85 percent of the problems are in the systems – fewer than 15 percent are attributable to some particular individual or set of circumstances.
- Dr. Joseph Juran, circa 1955
As Tom Morris (1997) wrote, “Corporate excellence is a form of human excellence.” In building high performance teams, leaders must build a culture of understanding, openness, lack of fear, truth, and ability to trust vertically and horizontally within the organization. Building trust means letting team members make mistakes and learn from them, increasing effective communication so that everyone feels heard, and including everyone in the development of the shared vision that inherently has team buy-in and commitment. People will trust you if they participate in developing their future and implementing agreed upon goals required to achieve their vision.
Jim Sigler (1999) wrote, “to build trusting relationships, people need to communicate with the intent to learn from others, not to control them. Trust is the glue that makes effective collaboration and teamwork possible. Without trust, people become competitive or defensive, and communication is distorted and unreliable.” I believe that people will trust you if they participate in developing their future and implementing agreed-upon goals required to achieve their vision.
1Joiner, Brian, Fourth Generation Management: The New Business Consciousness, New York: McGraw-Hill, Inc., 1994, p. 8.
2Sigler, Jim. 1999. “Best practices and guiding principles”—A training guide to successful development of a learning organization.” Futurics (vol. 23): 67-73