Trust enable persons to put their best into the play constantly, trust makes things fun (= no stress for doing 24/7 thinking), trust makes commanding possible&effective&productive (direct commands are accepted and executed very effectively if mutual trust exists), trust creates specific loyalty and binds people together in unique way ...
"No trust" situations seem to lead eventually to command managing and result as teams which just focus on implementing the row of commands instead of thinking what really should be done (people just don't anymore have the energy and time to think and care for the things which fell outside of their immeadite circle of current commands).
No trust leads to underperformance and defeat.
The captain and the crew of a ship use nautical chart and the latest info about winds and currents when planning the route and estimating the travel time to the target. Captain and the crew communicate the route and the travel time to the passangers and the ship heads onwards... If everything goes smoothly (nice weather, old known route - no suprises) the ship will be in time where it was supposed to be. However, if it's a totally new route, new target, or the conditions change on the way (maybe several times) then "trust" comes into the picture. If the passangers trust the captain and crew, they will let them handle the steering even if the weather changes, if it will take longer to get to the target, or even if the end harbour was not the same that was agreed initially. If the passangers trust their crew, the crew will do all they can to live upto the trust and bring them safe back to the new land.
Titanic times wait ahead if the captain and the crew are forced to listen to the opinions of the passangers and in worst case steer based on these commands. If the route foggy and unclear it does not help to increase the speed...
Voi hyvät hyssykät mitä paatosta ... taas ;o) Syytä painua pehkuihin
3 comments:
For some strange reason I agree :-)
The challenge I think is that trust is the same in all area : Work, love , friendship: It takes time to establish and can be kills in a second. What I have noticed several time is that new managers that are jumping in a new team are often too much in a hurry to prove to their hierarchy that they do not tak the time to establish the trust with their team. I say that independantly from the actual manager capabilities. This is a rule that I will always try to apply to myself in the future that I will inform my new management that I need 3 to 4 months to just get into th task and then make new proposal. Those 3 to 4 months I will use them to learn the dynamics and the tasks.Rule 1 : The team in place knows more than the new manager and that will be true in the long term too !
Then comes the phase 2 : Get the aknowledgment by the team for the benefice of the doubt that they gave (or not). There, it is absolutely linked to the capacity of the manager and his performance. Nobody shold be surprised about it.
What is new too me since few weeks is that the time spent with the team is also in itself a very big factor for the trust. Same in love... :-) Isn't it ?
Vice words from overseas ;o)
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