Trust among people is essential for groups to work effectively. Very little is accomplished in a group without trust until the individuals learn to trust one another (“Climate and conflict”). Without trust subordinates are likely to ignore, disguise and distort facts, ideas, conclusions and feelings. They are suspicious and unreceptive, perceiving their manager 's actions as attempts to manipulate them (Kouzes & Posner, 1999).
Ways a Leader can develop trust
1. Communication
Open communication promotes trust. Communication begins as we get to know one another. Trust grows as we talk and share information about ourselves. There is a spirit of trust and cooperation when everyone has equal opportunity to participate in the group. The group will be most successful when members rely on one another. Group members must learn to recognize and pool their talents, energy and resources to accomplish goals together (n.d.).
2. By controlling the groups physical and social atmosphere
The physical environment is the setting where the group usually meets. A positive physical climate includes: adequate space for all members to sit, tables and chairs that are arranged so members can see one another for direct, open discussion, comfortable room temperature so members stay alert and adequate lighting for seeing people (n.d.).
The social environment has to do with how people relate to one another. It affects their emotions. A positive social environment can be established by: Getting to know one another, asking members for their opinions and suggestions, defining group goals and reasons for group activity, orienting new members so they can become contributing members quickly and discarding unnecessary activity (n.d.).
3. Having Bonding Exercises
Get-acquainted activities planned early in a meeting or event establishes a positive climate where everyone participates. This helps new members feel comfortable. When members are comfortable in a group they will begin to take the risks necessary to share personal ideas and ask challenging questions that will benefit the group. These activities help members relate to one another which results in working together more effectively (n.d.).
4. Reduce Defensiveness
Trust also develops when people feel safe and secure. When thoughts and ideas are shot down and ridiculed, it doesn 't take long to realize that the climate is neither safe nor conductive to making yourself vulnerable (the precursor to opening ourselves up and placing our trust in another person). You can reduce defensive climates by providing descriptive rather than evaluative comments and avoiding game playing (such as, mechanically patting people on the back) in favor of spontaneity, expressing genuine feelings of caring and involvement, and being willing to actively seek out, listen to, understand, and utilize other people 's perspectives in the projects and adventures you share (Kouzes & Posner, 1999).
References
Climate and conflict. (n.d.). Retrieved from http://www.cas.umt.edu/dcs/Faculty/Larson/comm412/notes/powerpointdownloads/Climate and Conflict.ppt
Kouzes, J., & Posner, B. (1999). Innovative leader. 8, 385. Retrieved from Innovative Leader Volume 8, Number 2
(n.d.). Retrieved from http://www.agriscience.msu.edu/6000/6204/6204g/trust.pdf
References: Climate and conflict. (n.d.). Retrieved from http://www.cas.umt.edu/dcs/Faculty/Larson/comm412/notes/powerpointdownloads/Climate and Conflict.ppt Kouzes, J., & Posner, B. (1999). Innovative leader. 8, 385. Retrieved from Innovative Leader Volume 8, Number 2 (n.d.). Retrieved from http://www.agriscience.msu.edu/6000/6204/6204g/trust.pdf
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