Creating Trusting Environments: Unapologetic Transformations
This is a continued conversation from 12/15. If you missed the previous pillars, we would encourage you to go back and follow along for our full content on this discussion!
#8) Show them You Can Handle the Truth, but Expect a Plan B
Nothing is worse as a leader than coming to the realization that your team has been dishonest with you. They’ve been hiding things, telling half-truths, or flat out lying.
Then consider the reason for their dishonesty is because they don’t think you can handle the truth.
We must showcase that we can in fact handle bad news. In your consistent (and balanced) actions and responses, you empower them to be forthright and forthcoming.
When employees trust that their leaders will react constructively to the truth, they're more likely to be honest and proactive. This foundation of trust can transform challenges into opportunities for growth and innovation, ultimately driving the success of your organization.
What if you built a culture of, “show me plan B.” Allow there to be more than one way to get a job done and allow creativity to breed within your organization that starts with the foundation of trust and the ability to handle bad news.
In fostering this culture of openness, it's essential to strike a balance between welcoming honesty and maintaining a solution-oriented mindset. Here's how leaders can encourage their teams to come forward with the hard truths:
Normalize the Unexpected
Expect the Unexpected: In business, as in life, the unexpected happens. Encourage your team to bring forward unforeseen challenges as soon as they arise. This proactive approach can prevent minor issues from becoming major problems.
Share Past Failures: Share stories of past failures and how they led to learning opportunities. When leaders are transparent about their own setbacks, it humanizes them and shows that setbacks are a natural part of the growth process.
Create a Supportive Reaction Framework
Stay Calm and Inquisitive: When receiving bad news, practice a calm demeanor and ask constructive questions. This approach can help defuse any tension and allows for a more in-depth understanding of the issue.
Decompose the Problem: Break down the issue into manageable parts with your team. This not only makes the problem less daunting but also demonstrates a methodical approach to problem-solving.
Separate Out What You Can’t Control: Only focus on controlling that which you can.
Empower with Autonomy
Encourage Independent Problem-Solving: Let your team know that while bringing problems to your attention is important, coming with potential solutions, even if they're not perfect, is even more valuable.
Promote a 'Plan B' Mentality: Cultivate an environment where employees are always thinking one step ahead. If one strategy fails, they should feel comfortable pivoting to an alternative plan without fear of retribution.
Build a Two-Way Street of Feedback
Implement Regular Feedback Loops: Schedule regular one-on-ones or team meetings specifically dedicated to discussing what's working and what isn't. Make these sessions safe spaces for open dialogue.
Act on the Feedback: Show that you not only welcome feedback but act on it. When employees see their input leading to real change, it reinforces the value of their honesty.
Lead with Integrity and Consistency
Be Consistent: Your team will watch how you handle various situations. Be consistent in your reactions to foster predictability and stability. If your team knows what to expect from you, they're more likely to be honest.
Align Actions with Words: If you say you value transparency, make sure your actions reflect that. This can include giving credit where it's due and owning up to leadership mistakes openly.
Embracing the truth within an organization transcends the mere exchange of facts; it's about fostering a culture where authenticity is the cornerstone of all interactions. As leaders, the willingness to handle the truth without punitive consequences encourages a level of candor that can significantly enhance decision-making, team cohesion, and ultimately, organizational resilience.
When employees are confident in their leader's capacity to face reality with composure and strategic thinking, it engenders a workplace that is not only more transparent but also more agile and adaptive to change.
