How To Access The Power Of Trust And Respect In The Workplace

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By David Deane Spread

Article Tags:leadership, trust, respect, workplace, employee retention, workplace culture, workplace communication, workplace behavio

People naturally include trust and respect in their list of important values. Yet so often, at all levels, people complain that they are missing.

Every human is a sovereign entity and is owned by nobody. Nothing but force can change that. Therefore people will choose to follow only those whom they trust and respect.


Trust and Respect are earned by the consistent correct practice of value-based behaviour, including: -

Treating all others as if they would wish to be treated. Being the behaviour they seek from others. Listening to what others have to say. Honouring others right to an opinion. Honouring all agreements whether written or spoken. Encouraging and facilitating others to contribute to the shared values vision goal or task. Recognizing and acknowledging others'achievements. Owning up to errors and omissions and rectifying them promptly. Not accepting unacceptable behaviour, yet remaining respectful of the individual. Distinguishing between respect and popularity. Ensuring one's ego is aligned to the shared values and vision. Honouring all others' sovereignty of their self. Being inclusive. Not wasting energy on blaming. Remaining as calm and centred as possible. Realising that trust and respect is earned by first giving trust and respect.

Whilst the above list may appear difficult to remember and practice, it can be reduced to four particular understandings and thus easier to live. The understandings are: -

"We each are sovereign entities and no matter what our behaviour is, we are not the behaviour performance or outcomes, therefore we deserve to be treated respectfully at all times, no matter what."

"Recognize and immediately acknowledge desirable behaviour, performance and outcomes, and do not accept unacceptable behaviour, performance or outcomes."

"You can deal with the unacceptable by asking respectful, timely and appropriate questions that brings acute awareness to the perpetrator and influences remedial behaviour"

"Your consistent open respectful behaviour is the central pillar of trust"

When you show others that you consistently respectfully deal with great as well as unacceptable behaviour, performance and outcomes, they will naturally reciprocate by improving their behaviour, performance and outcomes. Such is the power of trust and respect.

If you have lost the respect of others, they will only follow you because they fear something or someone, and they are unable to be their best. They will not trust you either.

Recovering trust and respect is difficult and yet very achievable and requires the following: -

Courage to do what is necessary. Owning up to the breach. Rectifying the breach. Committing to rebuild trust and respect. Actively monitoring one's own behaviour to ensure trust and respect is not further breached. Consistent appropriate behaviour that earns trust and respect.

Respect and trust go hand in hand. When they are not present at desired levels, the following are the symptoms in an organization or relationship: -

Withheld and broken communication. Integrity breaches e.g. disobedience, absenteeism, safety breaches, and lesser performance. Lowered morale and increased distress. Departure of talent.

Can you imagine the loss of productivity efficiency and profit directly caused by diminished trust and respect?

Can you imagine the return on investment for proactively improving trust and respect in your workplace?

Are you trusted and respected in your workplace?

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