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| Source: https://www.openaccessgovernment.org/coaching-relationships/87382/ |
“Trust is earned when actions meet words.” - Chris Butler
Do you trust me? I trust you!
Trust should be present in any role we take at home or at work. Whether you are the employee or boss, trust should be mutual. Given this importance, when we lead teams or organizations, the power and speed of trust should be present.
Trust is the new currency of our interdependent and collaborative world – Stephen. M.R. Covey
Back in 2007, it is still glaring in my memory how excited I am to start working in my first dream job. I was part of the Professional Management Team of the Davao City Chamber of Commerce and Industry, Inc. My first assignment is at the SME Center Resource Network as Business Development Assistant for Training and Consultancy. We were directly reporting to our Executive Director and we also coordinate with our Committee Chairs and members for Agriculture, Trade Commerce, and Industry, for specific tasks that need to be done.
One time, my boss asked me to do an accomplishment report for our recent trade fair, and he needs it 1st thing in the morning, tomorrow. So with this urgency, I hurriedly, retrieve all documents on the sales per exhibit, the client satisfaction feedback, the registration data of visitors in the fair, and other important details.. I even worked late and filed for overtime to finish this task. After that day, I went to the director’s office to submit the report and I saw my other colleague, submit a report to him, and I noticed we prepared the same report. And told my director, sir, I would like to submit the report you asked me for. He said, okay thank you, the other staff submitted it first. Well, thank you for this.. I will just compare your reports and check the accuracy of the figures.
And when I heard that, I just lose my energy to do other tasks on that day, I felt that I am not good enough. And I questioned myself. “My boss does not trust me??” From that moment forward, every time he asks me to do something, I will not exert too much effort on it. Because, anyways, he will still ask others to the same job, to make sure that this task is done. That experience just demotivated me to do my job to the best of my abilities. At the time, I was just okay to submit mediocre work and not think about the quality of the work I produced. But still taught me to still pursue my dreams. Work hard, and do your job even though they don’t trust you at all.
After 10 years, the tables have turned. I became the Acting Dean/ Officer-in-charge, of our College of Applied Economics. Because our senior faculty already retired and my colleague is on study leave, they were left with the choice but to designate me as their acting dean. At first, I was hesitant, because of a lack of leadership experience, I only manage project teams and now the whole college, where I will supervise the faculty, staff, and students. It was nerve-racking.
In 2018, the college is preparing for the accreditation of programs. We need to prepare relevant documents in different areas that will be evaluated by external accreditors, we have a team composed of faculty and staff, to prepare documents for instruction, research, faculty, extension, administration, etc. I assigned the preparation of faculty documents to Sharmaine, our staff, and I told her to finish the job after 2 days. My mind at the time, I think Sharmaine cannot finish this on time, I need to ask Vendolf to do it also, to make sure that we can finish it in 2 days. Well, after 2 days, Sharmaine approached me and submitted the report. And I also asked Vendolf, about it, he wasn’t finished yet and was hesitant to finish the job. Since he saw Sharmaine prepare the same thing, so we weren’t sure if he still needs to do the job.. I told him that you should’;e asked me if he will finish it or not. And he said sorry. I saw in his eyes, the dismay and loss of energy. Since he also has other things to do and having those tasks is an added burden, I also asked other staff to do it.
In that instant, I have some flashbacks of what happened to me before, as a staff and what I did to them is the same thing that my boss did to me. I am becoming more like my boss before. I realize that I also do not fully trust our staff. I was guilty and I called him to the office. And told him I was sorry I was that I gave him that task. And he accepted it.
From these experiences, I have from being a staff to becoming a manager. It taught me that trust is a mutual function. The manager should trust the employee. The employee should trust their immediate supervisor. It is very important that you show that you trust your people. It is very important that you show your people that you trust in their judgment and their capabilities by allowing them to hold the reins. As a leader, you need to back them to perform, encourage them to be creative, and help them to succeed in the challenges you set. If the going gets tough or they fail in a task, instead of criticizing, help them to learn and improve.
Today, upon discovering my leadership style, which is innovative and democratic. I realize that whatever style you are comfortable with. One thing is common. TRUST. Trust means ‘uncompromised by doubt.’ In the workplace, people can’t do their best work if they doubt others’ intentions or capabilities, the direction or viability of the organization, or, most importantly, if they doubt their own ability to keep up with the demands placed on them. This is especially true in today’s environment of complex change and ambiguity when employees are being asked to do more with less.
Trust should be the foundation, the glue that binds the relationship of all members of the organization.
Now, I can honestly say to my subordinates… “TRUST ME, I TRUST YOU!”
