How to build trust to unleash potential and drive success. The future belongs to macro-management. Succeed with the modern way of leading businesses.
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Up until a few years ago, employees enjoyed unchallenged hierarchies, attendance times were fixed and monitored by time clocks, talking to colleagues kept to a few minutes during a coffee break. Above all, however, no employee would have dreamt of suggesting their own ideas, much less of having them realized by their company; no one was demanding teamwork or expecting space for creativity.
Due to the introduction of modern technologies into professional life, heightened by the latest Corona crisis, a new world has become real to companies around the globe at breakneck speed. In order to keep the spirits of employees high and to increase their motivation, to articulate their very own ideas and discuss their suggestions on an equal footing one doesn’t have to go as far as to introduce billiard rooms, movie lounges or spa facilities. It all comes down to one single matter, the one and only basis that would have to be established. And this very special basis is called trust.
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Promoting personal strengths
There is no doubt that while imposing one’s very own way of operation, allocating tasks without any room for individual competencies and interests can deprive every employee not only of their motivation and enthusiasm but also undermine their last bit of self-esteem. The opposite can be achieved by promoting personal strengths and creating an overall relaxing atmosphere.
- In general, micromanagement stands in line with a company culture of inferior quality, low job satisfaction, and other characteristics of an insufficient overall work experience. Micromanagement kills motivation and with this reduces innovation and success. Interestingly, having a micromanagement style is not dependent on age, gender or ethnicity.
- By reducing supervision to a minimum and allowing employees the freedom of completing tasks in individual styles, entrusting them with responsibility, macro-managers raise motivation levels, with the result of open-minded fun workspaces for everybody involved
Obviously, it is not all about fun. In the long term, macro-management also benefits company balance sheets and stock prices. Even if not all suggestions might be feasible, even if it will not be an overnight success story, constructive feedback, boosting personal performances to wider benchmarks, getting individuals to voluntarily cross their standard boundaries will lead to great employee experience and financial gains.
However, we have just reached the first step of the ladder. In order to climb it, a rethinking has to take place in everyone’s mind – as anyone who has not been in an environment which encouraged independent work and thinking might initially show skepticism towards the new work model.
So, how to overcome this defensive attitude? By building trust, trust and trust once more. The old quote:
„Trust but verify” needs to be replaced.
Modern CEOs should keep it with Hemingway instead. The famous US-American novelist seemed far ahead of his time by knowing:
“The best way to find out if you can trust somebody is to trust them.”
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How to build trust to unleash potential and drive success
Trust is regarded the key link for successful leadership. Without trust, no business owner will be able to spark the needed motivation amongst his / her employees to get them heavily and happily involved in their work. To build it, the best possible combination of mental attitude and characteristics, skills and awareness is required.
- Take time to understand individuals
Present-day leaders should be available at any time for a personal exchange of thoughts, communicate openly and listen carefully to avoid misunderstandings. Try to understand how individuals work and what they need to be successful. What drives them and what are their goals? Embrace different points of view and do everything in their power to remove obstacles from the way. How about creating a personal development plan? A detailed proposal not only helps with the analysis of the project but will be highly appreciated by the employee.
- Foster Inclusion
All for one and one for all: According to the Musketeer’s principle, no one is worth more than the other, and nothing will be accomplished on one’s own account. A trusted leader leads by example and puts words into action. This also means complying with the same rules as everyone else, being part of the team in the process. By fostering a culture of inclusion, where ideas can be shared without fear and knowledge and experience from different point of views are welcomed and taken into consideration no matter who shared it, will result in more creative solutions and thus growth for individuals, teams and companies.
- Unleash Individuality by supporting self-confidence
Ask employees for their thoughts and ideas. Try where possible to let them test their solutions which will result in increased self-confidence through success. The best way to earn trust and respect: to be true to one’s word. The implementation of the employee’s idea turns out more difficult than expected? The plan has even failed? Be there and support to get the problem solved. Look at it as part of the process to learn and get better. Stay away from fingerpointing. Support team members with a fair and objective assessment, help each other to learn, share best practices and learnings and get them to reach their potential.
- Creating team spirit
A pleasant chat over coffee between the employees is not what it takes. The responsibility to create openness and loyalty, to promote a friendly social environment lies with the manager. Encouraging individuals to present their ideas to their colleagues is his/her duty, and it is he/she who is responsible for creating the so-called team spirit. In the process, a macro-manager is allowed to show feeling as well. Approaching employees with empathy, they will feel with him/her once he/she gets emotional over a family situation. And celebrating a new deal together as a team will tighten the bond.
- Give goals not ways
Last but not least – give targets that employees can work towards in their own ways. Do not define the way as each one has an individual style, an individual best time to work. And who knows – maybe it is even more efficient then what oneself would have thought. There isn’t just one way of doing it. Thus let’s explore multiple ways.
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Prepared for the future
Principals enjoy flat hierarchies, attendance times are flexible and not monitored by time clocks, talking to colleagues is not restricted to a few minutes during a coffee break. Employees suggest their ideas, have them realized by their company; they reap the benefits of teamwork and space for creativity.
The future belongs to macro-management. To succeed with the modern way of leading businesses, boost open atmospheres, transfer personal responsibility, increase motivation and implement joint visions, all one need is trust!
