Panelists

Chris Powell, Chief Executive Officer at Talmetrix; Kara McCord, Solutions Consultant at Talmetrix; Dr. Martha Freymann Miser, Founder & President of Aduro Consulting; Dr. Priya Nalkur, Senior Consultant at Aduro Consulting; Lauren Powers, Executive Coach and Change Consultant at Aduro Consulting.

Summary

Trust is now more important as our work is constantly changing and transforming due to remote and virtual work, the COVID-19 pandemic, the economy, racial equality and social justice issues. However, trust takes a long time to build, it can be lost in a second, and is “All or Nothing”. But, these are common beliefs that are not true, Lauren explains. She describes trust as “…robust, [being able to] take hits, it can [be] build quickly and it can be rebuilt…and day to day it can fluctuate”. The Aduro Consulting team recommend 3 key elements for building a culture of trust:

1. The Trust Bank Account – Learning what creates deposits (actions and behaviors that build trust) and withdrawals (actions and behaviors that deplete trust) for you and others. 
2. Clearing for Trust – Being vulnerable. Sharing your truth. And setting the tone so that everyone around you can feel comfortable sharing their experiences.   
3. A Trusting Mindset – The one thing you can control and choose. Pay attention to your:

• Attitude and Focus – are you a believer or a skeptic?
• Beliefs – is trust earned or given?
• Embodiment – is your non-verbal communication closed or open?

Building a culture of trust in your organization involves discovering, reflecting, and mobilizing. Discovering is measuring the level of trust across groups within your organization. Reflection is interpreting and understanding trust based on the data and its impact on your organization. And, mobilizing is creating actionable steps to foster a culture of trust. “Organizations that can build and sustain trust are the ones that will have better outcomes, results, and impact moving forward” Chris advices. But where does trust show up in your organization? The Talmetrix team explained that it is important to assess the level of trust by capturing employee feedback regarding areas such as:

1. Teamwork – how well are teams working together.
2. Ownership – self-assessment and accountability.
3. Organizational Climate – treatment, recognition, and inclusion.
4. Managers – coaching, competence, and support.
5. Organizational Effectiveness – communication, senior leadership, and decision making.

Related Article: The “New Normal” Demands New Approaches to Measure Employee Engagement

Aduro Consulting and Talmetrix have partnered to discuss and provide steps for you to build trust within your organization. In this webinar, the Aduro Consulting team provided an in-depth discussion on how to use the 3 key elements to build trust in your organization and the Talmetrix team presented their solutions survey to help you gather insights to sustain it.

To learn more about Aduro Consulting services, click here.

To view upcoming Aduro Consulting webinars, click here.

To learn more about Talmetrix’s Solutions, click here.

References

Feltman, C., & Hammond, S. A. (2009). The thin book of trust: An essential primer for building trust at work. Bend, OR: Thin Book Publishing Co.

Lazare, A. (2004). On Apology. New York, NY: Oxford University Press, Inc.

Lerner, H. (2017). Why won't you apologize? Healing big betrayals and everyday hurts. New York, NY: Gallery Books.