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You've made it through all three circles of trust, and you've explored trust building in some very specific situations. What's next for you? How do you plan to apply what you've learned in this training? Let's revisit your trust-building action plan one last time. You've probably written a number of things you can do to build trust in that relationship. But you can't possibly work the whole list at once, you have other things to do in life. So how do you prioritize the list? Remember our formula for trust building.
Competence, relationship, and concern for the other. According to a study published in the Journal of Managerial Psychology, the relationship and concern for other factors are more important to an employee in trusting her boss, then is the competency factor. So, if the relationship you are working to improve is with someone who reports to you, prioritize the relational work over the competence.
It's more important for you to work on being fair and kind than brilliant and skilled. But the flip of that is true if you are working on a relationship with someone higher on the corporate ladder than you. Supervisors value ability in their employees more than relationship or concern for others. So if you're working on trust with your boss, sharpen your business and technical skills before worrying too much about the relationship piece. And if you are working on a relationship with a colleague or a friend, well, all three buckets of trust building activity are equally valued.
Maybe you can begin with those ideas that spoke to you the most during our training. Trust, the secret ingredient. The magical elixir for building better relationships, better teams, and better companies. You can continue your exploration of trust with two of my favorite reads on the subject. Smart Trust by Stephen Covey and Greg Link, and The Credibility Code by Cara Hale Alter. I hope we've taken some of the mystery out of this thing called trust.
And I wish you the best on you trust building journey.
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