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Everyone understands the importance of trust in optimizing the performance of any team. Broadly speaking, trust is a function of three things; perceived credibility, demonstrated reliability, and assumed good intent. At senior levels, the first two components are usually a given. The real key to building high trust in a leadership team is for members to always assume a noble intention in each other.

When we question others’ intent, we attack their character, which instantly destroys trust and ensures division and defensiveness. We may question others’ actions, we may not tolerate their behavior, but we should always assume a noble intention.

In a high-trust environment, team members get the benefit of the doubt. In a low trust environment, mistakes and misunderstandings become evidence for the prosecution.

INSPIRATION FROM OTHERS

“To handle yourself, use your head; to handle others, use your heart.” – Eleanor Roosevelt

“To be trusted is a greater compliment than being loved.” – George MacDonald

QUESTIONS TO REFLECT ON

• When someone falls short, do you focus on their observable behaviour or your beliefs about their motive?
• How do you feel when others question your intentions?
• What opportunities do you have to give others the benefit of the doubt?
  

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