rust in business these days is no longer just an ethical consideration; it has become an economic “gold standard”, with implications that affect an organisational relationship with its various stakeholders, i.e. employees, customers, business partners, shareholders, and the public. Efforts and investment put into branding, HR, audit, investor relations, public relations etc are all geared towards building a trustworthy organisation that can be sustained for the long term. People need to trust you as an organisation in order to work for you or with you. So what are the principles of trust?
Organisations must seek to represent itself as truthful, accurate and complete in every part of its communication. You must not lie though omission or attempt to confuse through vagueness or complexity.
It refers to fair exchange of benefits with parties involved operating in good faith. It is built through empathy in your interaction with others, which is a genuine respect for the interests, wants, or feelings of others.
This means making clear commitments to your stakeholders and abiding by them. Honouring such commitments also extends to no “passing of the buck” or blaming others when things don’t happen as they should be.
Transparency. Key information that doesn’t erode an organisation’s competitiveness can be shared in the open, so that there’s no suspicion about your organisation hiding certain information. There’s no need to “dress up” for success at all times; a healthy dose of vulnerability can generate trust.
When trust is established with your stakeholders, motivation and support for your organisation can be achieved, sustained and magnified in ways you’d never imagine before.
The above excerpt is our compilation of ideas for business leaders in the areas of people management, leadership, and workplace happiness.
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