Steps Organisations Can Take To Earn Trust

If you ask folk what a corporation needs to remain healthy, many will say “revenue”.
And, well, I guess they’re not wrong.
But the way I see it, that’s like saying humans need “calories”. Sure, it’s true… but if that’s what you focus on, you’ll quickly run into trouble.
Maybe that’s not the best analogy. A human can consume too many calories easier than a corporation can have too much revenue.
Having said that…
If you focus on calories but not nutrients, your body will slowly whither.
And if you focus on revenue but not culture, your organisation will do the same.
In both cases, it make take years, even decades, for the full consequences to manifest. But, goodness, manifest they will.
This is why I talk about trust so much. It’s an essential nutrient for any organisation – from a family to a multinational.
If your organisation trusts your employees, they work harder, innovate more and stick around longer.
If your employees trust your organisation, change becomes easy. Announce a new plan and your people will follow it.
And similar logic applies with your customers. They’ll avoid anyone they don’t trust and follow the guidance of anyone they do.
Every pledge on Kickstarter is based on trust – trust that the person will deliver.
As for superstar brands like Apple – the fanatics buy whatever Apple tells them to because they trust them.
And the best salesfolk make the customers feel like they’re not being sold to. Suggesting this product over that comes across as genuine advice (and if it really is genuine, so much the better).
This is all well and good, talking about trust so much.
But how do we actually cultivate it, especially on an organisational level?
Fortunately, building trust is simple (even if it’s not easy). So simple it only needs three steps.
The first step is to build your intention. Your organisation has to genuinely want good things for people. If your goal is to trick your employees into scamming your customers, good luck because you’re dead before you begin.
The second step is to demonstrate your competence. You might love your four-year-old son, but you don’t trust him. He doesn’t have the skills to look after himself. It’s the same with organisations – no one hires a law firm that cares about its clients but can’t win cases.
The third step is to live and breathe integrity. No one trusts chronic liars, kleptomaniacs or stalkers, no matter how skilled or caring they are. Organisations are the same. If you kick goals for your customers by breaking the rules (or breaking the law), you’re just creating huge problems for them down the line.
Three simple steps for the three components of trust. These are easy to say. It was not difficult for me to type them out.
But living by them?
That’s tough.
It requires merciless vigilance and dedication, refusing to accept compromise.
Pull this off and the rewards of loyal, dedicated customers and employees are yours.

The best way to enhance your organisation is with the ultimate advantage: trust.
But how do you measure something like that, let alone improve it?
Especially if your workforce is stretched thin, cynical and burned out on change?
There are simple, effective and proven strategies you can begin implementing today. I know you can unlock the creativity, productivity and joy of your employees.
Learn how today with my free white paper and all the resources you need to launch your own trust-based change initiative:
https://battenandking.com/advantage

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