{"id":289,"date":"2017-11-01T01:32:59","date_gmt":"2017-11-01T01:32:59","guid":{"rendered":"https:\/\/smartcustomersolutions.com\/dir\/?p=289"},"modified":"2019-09-12T06:34:31","modified_gmt":"2019-09-12T10:34:31","slug":"the-magic-of-trust","status":"publish","type":"post","link":"https:\/\/smartcustomersolutions.com\/dir\/2017\/11\/01\/the-magic-of-trust\/","title":{"rendered":"The Magic of Trust"},"content":{"rendered":"
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I can\u2019t stand being micro-managed. It drives me mad. I can\u2019t stand doing things without knowing why they must be done. Just going through the motions because that\u2019s what the job entails doesn’t work for me. I work extremely well under pressure. If there\u2019s a short deadline or an overwhelming challenge, that\u2019s when I perform at my peak.<\/p>\n

That\u2019s me; I know my strengths and I know what makes me tick.<\/p>\n

I\u2019ve been part of many teams, and I\u2019ve led a good number of teams over the years, and this is what I\u2019ve learned \u2013 one size does not fit all.<\/p>\n

We don\u2019t all enjoy autonomy or work well under pressure. Some people prefer to do what they are asked without challenging the routine.<\/p>\n

And that\u2019s okay.<\/p>\n

When I\u2019ve gone into a new team, started my own team, or taken over a team, I have one rule that I go by.<\/p>\n

I don\u2019t want to hear the gossip, or the technology glitches, or even the issues the team had with their previous leader.<\/p>\n

When I meet a new team member, the first thing I want to know is who they are. What their goals are, what pushes them over the edge, what inspires them, how they function.<\/p>\n

Building trust<\/strong><\/p>\n

According to Forbes, problems that most teams experience are as a result of a lack of trust. This includes poor performance, a lack of commitment and tension.<\/p>\n

The common definition of trust is having a firm belief in the reliability, truth, or ability of someone.<\/p>\n

If you do not take the time to get to know your team members, personally, there is no way to understand their reliability, their truth, or their ability.<\/p>\n

Here are some tips from Forbes on how best to get to know your team members:<\/p>\n<\/div>\n