Trust is a significant for organizations, teamwork and efficient negotiations. Despite this, trust violations have been very common in my working life. Trust violations are incidents that decrease the core values in and trusting intentions toward a person. Violation of trust happened when a coworker exploited the trust I had on her by neglecting to fulfill expectations. We had planned to work together on a project that could lead us to a promotion, but she did not participate in the project, yet demanded the evaluation based on this project. She violated the trust I had by exploiting dependencies. Similarly, I experienced a violation of trust when she created an unsubstantiated allegation that she is the one who did the project. This made me not trust her again because the allegations were false.
Similarly, lack of courage violated the trust in working. This happened because my team members lacked the courage to stand up and speak for what they believed was right. They did not learn from their mistakes and they did not speak the truth when confronted by the leaders. This contributed to the failure to achieve our expectations because they lacked courage and skill to address dysfunctional behavior by the leader in high position. One cannot build trust in the team members who do not address tough issues openly but discusses them behind the leaders who are supposed to help. This created a culture where everyone was not ready to take ownership and to enhance loyalty. There was no one who was willing to have the courage to face the issues and distrust become a part of the culture.
I tried various measures to rebuild trust because it really affected the performance. This was so because the longer one goes without rebuilding trust, the greater the chances of embedding distrust deeply in the culture. Therefore, I tried to ensure there was proper communication in the team members, and issues were communicated frequently and on time. Creating a positive attitude helped in building trust in the workplace because members got the courage to face challenging issues. Involving all members in the decision making not only built trust but shown I value their ideas. I tried to show the members the need of being transparent and to speak the truth at all times. Moreover, building a trustworthy relationship with people enabled them to give a benefit of the doubt when problems arose. A promise to change behavior increased the speed the relationship recovery process. However, trust violation as a result of untrustworthy actions and deception can never be fully restored even when deceived parties receive a promise or apology. Therefore, rebuilding trust should be done before deception end up harming the effectiveness of a promise in speeding trust recovery.
In order to avoid such violations of trust, I should encourage inclusive leadership that acknowledges the contributions and cultivate strong relationship among all members. I should enhance accessibility and emphasize on collaborative decision making to promote trust. Similarly, I should choose not to collude in the blame game and stop rumors before they start to violate the trust. It is vital to hold everyone responsible in cleaning up the mess and encourage them to move forward. I should launch the core values that represent the essence of who you are and how you behave. Finally, I should conduct a trust indexing exercise, a survey that questions about the trust level of leaders.