Leadership

TRUST AND COOPERATION 1

BU521 - Organizational Leadership

Dr. Michelle L. Clemons

Southern States University

Week 6 – Assignment #6

Bruna Martins

Trust refers to the expectation or belief that a person has good intentions and that his actions or words can be relied upon. In a team context, the leader is the focal referent of the belief and expectation. Dirks (2000) argues that trust in the leader is a major determinant of team performance. When members trust their team leader, they suspend their personal motives, doubts and questions in order to pursue the objectives of the team (Dirks, 2000). The following paper addresses the concept of trust in team leadership. It reflects on the steps that I would undertake to enhance trust and cooperation in a future team context.

Leaders have to understand the behaviors that underlie trust in order to increase the level of trust of other people towards them (Zenger & Folkman, 2019). This means that building trust in my team will entail the knowledge and practice of these behaviors. The first behavior is the leader’s capability to create and maintain positive relationships with team members. People can only trust if a relationship is formed during their first interaction and maintained into the future (Zenger & Folkman, 2019). Secondly, the leader has to show good Judgment that’s aided by being knowledgeable and well-informed about developments in his field. Thirdly, he/she must portray consistency by walking the talk and setting a good example for the team members (Zenger & Folkman, 2019). The behaviors should be practiced in the most appropriate context that reinforces the team members’ belief in the leader.

To maintain positive relationships with team members, I will show genuine concern about the workplace and personal issues that affect them. For example, I will support members in weddings or other domestic events and condole with them in times of grief. I will provide paid leaves for team members who have genuine issues affecting their wellbeing. Secondly, I will give negative feedback in a sensitive way to avoid tearing down the team members. At this point, I will remember the fact that most of these members depend on the job for their livelihoods and that negative feedback would make them feel like their jobs are in jeopardy. Thirdly, I will resolve conflicts and misunderstandings immediately after they occur to prevent division or diversion from core objectives. Conflict can damage trusts especially if it persists in the workplace.

On the other hand, good judgment and expertise in my field will boost the members’ level of trust. I will focus on achieving impeccable results since results are a clear indication of expertise. Therefore, I will work hard in other related projects and research widely in order to achieve long term goals. A streak of good results will motivate team members to voluntarily seek after my opinions. At this point, I will ensure that the opinions or suggestions given to members are based on evidence to prevent failure and the consequent decrease in trust. Thirdly, I will showcase my good judgment/expertise by providing quick and objective solutions to team problems. I will also anticipate problems using common managerial techniques such as forecasting to ensure that the team moves in the right direction.

To show consistency, I will lead by example and walk the talk. For example, I will be the first to complete and present project assignments without passing the deadline. I will also do what I promise to do for the team. This entails honoring and following through commitments. For example, if I promise to facilitate an increment in the allowances of team members, I will work tirelessly to ensure that this promise is fulfilled. Team members are more likely to trust me if they believe that I will always meet my end of the deal. Additionally, leading by example will bring employees on board to work on a common goal.

Consistency in decision making will also enhance trust within my team. I will not deviate from the team’s course in times of adversary. I will also observe stability in terms of the team strategy by not deviating from the approach that was agreed upon at inception. Team members are more likely to trust me when they are assured that I will not change my decisions midway or even change the project objectives.

I believe that trust in the leader will yield cooperation within the team. When positive relationships are maintained, individuals are likely to cooperate and to trust the leaders. However, as a leader, I will need to create the culture of cooperation and collaboration at the initial stages of team formation. This will be achieved by providing a talking platform where team members can discus about their backgrounds, competencies and work habits (Gratton, 2009). The exercise will enhance the creation of critical working relationships that foster cooperation.

In conclusion, I will build trust in the team through; enhancing positive relationships, showing consistency and portraying expertise/good judgment. I believe that addressing relationships will be the most critical factor for enabling trust since team members might not see the consistency or good judgment of the leader if they don’t like him. On the other hand, cooperation will result from the leader’s ability to create a culture of cooperation and collaboration by providing an opportunity for members to interact and share their experiences. It will also result from increased trust towards the leader.

References

Dirks, K. (2000). Trust in leadership and team performance: Evidence from NCAA basketball. Journal Of Applied Psychology, 85(6), 1004-1012.

Gratton, L. (2009). How to Foster a Cooperative Culture. Retrieved from https://hbr.org/2009/01/four-ways-to-encourage-more-pr

Zenger, J., & Folkman, J. (2019). The 3 Elements of Trust. Retrieved from https://hbr.org/2019/02/the-3-elements-of-trust