Trust is a lock of authentic leadership

Why do we trust? Studies that focus on building confidence in enterprise environment advance three reasons why we trust our co-workers: Previous Behavior - if previously the behavior of a colleague was reliable, we trust that this will continue in the future; Capacity - we rely more on people whom we recognize ability; Complicity - Whether in a team we want to achieve common goals, we have to trust that each does its part. Although the three reasons blend, is often in high confidence organizations that the complicity reveals itself as the most important confidence-inducing. How leaders build trust? Build trust doesn't happen overnight – there are steps that have to be taken by the leaders to create a more reliable environment. Here are some steps that can have an impact in this construction: Engage followers in the decisions concerning them directly - how much more people are involved in the decisions, the better they accept and support them. Before decisions are taken might involve the stakeholders on that process. This means that the good decisions depend on the participation of all. Be transparent and consistent in the actions - we tend to look at the results and forget about the process. Understand how the decision was made and the reasoning underlying that decision can have a huge impact on how people feel the decision. If we are consistent and transparent, people will realize our motives and will learn to trust us. Be careful with relationships - people connect more to businesses than the managers. If people understand that we perceive them and find out what interests them, they will trust in what we do.