Creating Trusting Environments: Unapologetic Transformations

In a recent poll on LinkedIn, we asked our audience where they could use the most support, and 80% of the respondents answered, “creating trusting environments”.  

At Unapologetic we believe in people first, and as a result, we applaud the sincerity and desire to find more support in establishing workplaces rooted in trust.  We know firsthand, from our unique experiences and by working side by side with some of the largest industries in the nation, that fostering an environment where employees feel valued, heard, supported, and most of all safe from unnecessary consequences, breeds success for the organization as a whole.  Retention increases, motivation and engagement skyrocket…results are over delivered quite simply.

What are the “ingredients'' to Creating Trusting Environments?  There are 9 core tenants that need to be demonstrated by the leader(s), and at the risk of skimming the surface on these imperative topics, we’re going to dive into them 1 week at a time.  We’re going to share WHY they are important, the HOW to’s, and WHERE Unapologetic can aid in taking you to the mastery level.

#1) Proactively Share Your Expectations, Including What Success Looks Like to You.  Then Be Ready to Hear their Expectations of YOU.

Too often we make assumptions that our team members know what is expected of them and how to define success.  If it was that easy there would be less turmoil and frustrations in the workplace.  Expectations need to be carefully and intentionally thought through, then shared communally with your team. 

So how do we do this?  

  • Detail out your view of success and what it looks like.  

    • How will your team know if they’ve met expectations?  

    • Consider what the consequences are if they don’t?  

    • How will you hold them accountable? And do they know how you would hold them accountable? 

  • This is an exercise we would encourage you to complete with your team collectively, and then actively re-engage with them each time you meet throughout the fiscal year.  In this way, all team members will know what success and accountability will look like.  You are establishing predictability and fairness.  

  • Now that you have this process in place, you’ve just taken stress out of onboarding new hires.  

Now here comes the real kicker… once you’ve established and shared your expectations with your team, it’s now time for them to share their expectations of YOU as their manager.  They likewise want to know that they can hold you accountable for supporting them to drive results.  In the end, this is a two-way street exercise for maximum trust.    

Here’s Where Unapologetic Can Elevate Your Results: 

  • The “magic” that comes with your team sharing their expectations with you, can only be realized if there is a basis of trust already existing.  That can be hard to decipher and know for sure.  Or perhaps you already are aware that (or perceive) that trust is missing.  Allow Unapologetic to facilitate as the “mediator”, capturing their thoughts and sharing their messages back with you so that you can take actions against them to both facilitate and preserve psychological safety.   

  • Do you know how to drive accountability, and have you instilled team accountability?  

  • Could you benefit from a comprehensive strategy on how to engage your team and bind department and overall business objectives?  Instead of making this a one-time conversation, we’ll help you instill this into an aspect of your regular one on one discussions.  

  • Are you effectively communicating with your team?  How do you know?

These are but a few examples of the larger approach Unapologetic utilizes when imbedding into your organization as a partner.

We already look forward to your phone call to help you bring this to life! Let us be a change partner with you.

Previous
Previous

Creating Trusting Environments: Unapologetic Transformations