INSPIRE Loyalty AND TRUST

It’s the Golden Rule: Do unto others as you would have them do unto you. In other words, to inspire loyalty and trust in others, a leader actually must be trustworthy and loyal. This is easy to say and certainly harder to do, given the many hidden political agendas that dwell in most companies and organizations. Remember, everything you say and do as a leader is constantly being evaluated by your employees and external constituencies. Therefore you must continuously demonstrate uncompromising integrity in all your actions and communications, including those that are nonverbal.

A powerful way to build trust and loyalty is to make and meet commitments. Organizations that treat commitments as promises and deliver results without follow-up build deep bonds and tremendous esprit de corps. Trust also allows leaders to delegate with confidence, thereby allowing them more time to think, plan, and move the organization ahead. Superior leaders delegate well rather than following up and doing things themselves that are better left to others. This may be particularly challenging for entrepreneurs and first time managers who are used to controlling every aspect of the business.

An effective leader is direct and forthright with people in every conversation, letting them know where they stand, what’s needed from them, and when it is needed. Often good leaders can become great leaders by reshaping the way they talk.

When you make a request of someone, take a little extra time to explain why you are making it. Put it in context and explain why it’s important to the goals of the organization. Then the person can provide a more robust solution because she understands the purpose of the task and how the information will be used. Ask what the person needs to complete the task. This approach removes excuses, reduces rework, and is a great way to build relationships. It’s also a great way to develop future leaders by increasing responsibility and encouraging decision making and creativity. By holding others accountable, you are teaching them to accept responsibility.

When you follow an accountability-based leadership model, based on clear objectives and clear measurements, it exposes the effectiveness—and ineffectiveness—of your organization at all levels. Results speak for themselves, and they speak volumes. Those who achieve their objectives meet commitments and treat people fairly along the way can be targeted to play increasingly important roles in the business.

Those who continually disappoint you, fail to deliver or lie should be exited from the company. Let's face it, if you can't trust the individuals on your team team why have them.