Take care of mutual trust in the team

This advice sounds old -fashioned and far from sophisticated impression, but relevant throughout the ages. I will repeat it on this occasion: The main capital of the same job is to trust each other.

We can change the verb with “partnering”, “business”, “team”, “building an organization”, to “building a family”. The meaning will be the same. Trust is the key.

What can we expect from a team that doesn’t trust each other? Instead of productivity and coordination goes well, drama will be everywhere. Communication is filled with prejudice. If only there was a harmony, usually it is pseudo.

Before going to the things that need to be done to care for the atmosphere of mutual trust in the team, which really needs to be understood together is trust will be fragile if only one direction. We cannot demand that others believe in us, while we ourselves do not really believe in them.

Maybe you’ve seen people like this in the organization, who demanded others to be open and provide enough information and even details. If it missed information, he complained. But he often keeps information for himself. Don’t want to share.

People like this are very dangerous if there are in the team. Especially when he holds an important position. Even more terrible, if the amount is not just one in an organization.

How can the organization be careful?

FirstIdeally trust must be built from the beginning before the team or cooperation is formed. Each party conveys mutual expectations. If in the end do not feel there is a match, there is no need to be forced to work together.

Secondtransparent and open communication. Unbelief thrives in conditions that are completely closed and vague. Circumstances like this are usually quickly followed by kusaks in the corners of the office or conversation between team members. This condition is fertile land for the growth of seeds poisonous.

ThirdBuilding a system so that every aspect of the organization is accountable. In short, accountability is a condition that can be accounted for. In order to be accountable, the organization needs to have a system of recording, documenting, as well as making every activity has a measure that can be seen together.

Accountability needs to exist from the process of making plans, implementation, to account for the results.

FourthPeriodically, re -check the commitment that has been built together. This can be done either formally for example in work meetings, or informal in more relaxed activities.

Why do you have to check the commitment? Because the collaboration situation is not static. Many things can affect the ups and downs of mutual trust.

Then what if there are parties who start not trusting each other?

The first time of course efforts to fix trust need to be done. If you need the first to the third step, it can be repeated again.

Okay, it’s done. But what if you still can’t foster confidence in working together? Believe me, deciding not to continue cooperation does not always mean bad. Not all good friends can be good business friends.

And if a friend suddenly becomes not good either after no longer being a partner or business, it means he or they are not good friends for you.