In uncertain times, strong leadership is more critical to your organizational success than anything else. Interestingly in a recent study from Edelman, employees who trust their employers are far more likely to advocate on behalf of their employer (78 percent), stay loyal to their employer (74 percent), be engaged and live the organization’s values (71 percent), and be strongly committed to their jobs and the customers they serve (83 percent). 

Further to this, customers analyze employee sentiment as an indicator of a company’s trustworthiness… So increasing employee trust, it seems, is directly linked to your bottom line. 

Instilling trust in your leadership should be at the heart of your cultural development. 

So how do you build trust and what does that look like? Guaranteed it adds additional pressure to you, the executive head of the company. But you can rest easy in that knowledge that you are probably already in a position of respect, and this information will further bolster the bond with your teams.

Build Predictability

Being predictable builds trust. When both employees and customers know what to expect from you and you deliver consistently, they will grow in their confidence in your leadership. Be your word. Deliver on your promises. Meet deadlines. And openly discuss the challenges that the company is facing so that things like wage cuts or layoffs do not unravel all your hard work when and if these unfortunate events occur. Clear, transparent and honest communication is key. 

“Your words and deeds must match if you expect employees to trust in your leadership.” – Kevin Kruse

A Culture Of Change

Change is guaranteed in any company, however for some it happens all too fast. Partner with your teams, bring them into your innovation discussions, and encourage each department to be committed to constant progress and forward momentum. Allow your employees to drive the change rather than just being the ones to implement what is coming down from the top. Provide sufficient training and support during these times, and act with compassion through open communication for those most affected during the process. 

Distribute Responsibility

One of the key focuses for your ongoing organizational development should be to distribute responsibility across key leaders so that you are not the only person carrying the weight. Pedestal leadership is a sure-fire way to ruin an organization when the person at the top is no longer able to live up to the high expectations and constant pressure to perform in the eyes of the people (both employees and customers). Distribution of leadership roles will create a much stronger and more reliable company. From a personality perspective, this also increases the chances of the individuals within your teams being able to connect with a leader they align with, which in turn naturally increases the trust of the whole executive suite. 

“The ability to establish, grow, extend, and restore trust is the key professional and personal competency of our time.” – STEPHEN M.R. COVEY