The Importance Of Trust: Intuitive Connections

Chapter 12 of Intuitive Business Connections

Intuitive Business Connections is a true story about the lessons learned from entrepreneur, Jadi Kindred. She reveals her trials and tribulations of growing a company from zero to six figures as a young entrepreneur and shares what helped her to succeed year after year. Based on the author’s personal experience of entrepreneurship, intuition, and connecting to cultures worldwide, she takes readers on her inspiring journey of growing her business from the ground up and achieving her dream lifestyle.

This book offers countless ways to grow personally, professionally, and socially and will shift your way of thinking about reaching your own potential.

Transcript

Chapter 12,

The importance of trust.

To be trusted is a greater compliment than being loved.

George MacDonald.

Trust is defined as a firm belief in the reliability,

Truth,

Ability,

Or strength of someone or something.

Synonyms include confidence,

Faith,

Belief,

And sureness.

These were words I certainly couldn't use to describe myself when I first began my company in 2011.

I lacked confidence,

Therefore didn't have the sureness that contracts would come.

This created anxiety,

Stress,

And tension in my body.

Every month,

Year after year,

I would get calls for English lessons.

I barely advertised online,

But people still found me.

It was only many years later that I finally started to trust and have faith that contracts would continually come into my life.

Even during the slow summer months,

There would always be that call and contract to begin the very next week.

Having enough of those experiences helped me to trust that since I have always been taken care of,

Why wouldn't I trust that to continue?

The Harvard Business Review says that compared with people at low-trust companies,

People at high-trust companies report 74% less stress,

106% more energy at work,

50% higher productivity,

13% fewer sick days,

76% more engagement,

29% more satisfaction with their lives,

40% less burnout.

Paul J.

Zak,

The author of A Trust Factor,

The Science of Creating High-Performance Companies,

Outlines how to manage for trust.

Through the experiments and the surveys,

Zak identified eight management behaviors that foster trust.

These behaviors are measurable and can be managed to improve performance.

Number one,

Recognize excellence.

Two,

Induce challenge stress.

Since 76% of people reported that their best days involved making progress toward goals.

Number three,

Give people discretion in how they do their work.

A 2014 CETA group and LinkedIn survey found that nearly half of employees would give up a 20% raise for greater control over how they work.

Number four,

Enable job crafting.

When companies trust employees to choose which projects they'll work on,

People focus their energies on what they care about most.

Number five,

Share information broadly.

Only 40% of employees report that they are well-informed about their company's goals,

Strategies,

And tactics.

This uncertainty about the company's direction leads to chronic stress.

Openness is the antidote.

Six,

Intentionally build relationships.

Neuroscience experiments show that when people intentionally build social ties at work,

Their performance improves.

Number seven,

Facilitate whole person growth.

High-trust companies adopt a growth mindset when developing talent.

Eight,

Show vulnerability.

Leaders in high-trust workplaces ask for help from colleagues instead of just telling them to do things.

This also helps build credibility.

It's not about being easy on your employees or expecting less from them.

High-trust companies hold people accountable without micromanaging them.

They treat people like responsible adults.

Showing the people that you work with that you have considerable trust in their abilities and methods is an excellent way of fostering growth and good company culture.

Do you trust your colleagues,

Employees,

Or boss?