Trust is built by people. People build companies. To build a great company, build people who build trust.

Trust is the great difference maker in business. When people trust you they buy from you. When people trust you they support you. When they trust your company they work harder for you, are engaged and produce better work. Trust starts as an emotion and turns into a feeling.

There is a huge difference in the performance of employees at high trust companies vs. low-trust companies. According to Harvard Business Review,, “people at high-trust companies report 74 percent less stress, 106 percent more energy at work, 50 percent higher productivity, 13 percent fewer sick days, 76 percent more engagement, 29 percent more satisfaction with their lives [and] 40 percent less burnout,” compared with people at low-trust compoanies.

We all want and need that. Every company and leader should strive for it. Here are seven very actionable steps that leaders can take that will build organizational trust:

1. Be Transparent

“Ninety-six percent of employees who work for high trust companies — say their leaders make decisions that are consistent, predictable and transparent. While only 29 percent say the same for low trust companies.”  – Interaction Associates

Transparency is the easiest principle to apply. Just tell people stuff. Don’t hide knowledge or plans or information. By being transparent people will feel like you trust them. Trust is reciprocal. As companies and leaders share information, trust grows.

2. Be Vulnerable

“Vulnerability is the birthplace of innovation, creativity and change.” – Brené Brown

When you are vulnerable, trust is created. This trust opens doors to creativity and change. The way to be vulnerable is to tell true stories. Ones where the outcome was success but more importantly tell stories of failure

. Stories of fear. Learn together. Pretending to be strong is easy. Showing weakness is hard, especially for successful leaders. The reason vulnerability works is it creates human connection. Leaders who are also human become more relatable.

3. Support Personal Growth

“The challenge of leadership is to be strong, but not rude; be kind, but not weak; be bold, but not a bully; be thoughtful, but not lazy; be humble, but not timid; be proud, but not arrogant; have humor, but without folly.” – Jim Rohn

Emotional Intelligence is about controlling your emotions so you can help manage the emotions of your relationships. As people grow they feel fulfilled. If people are satisfied and happy they will trust that your intentions are good. Encourage your team to grow personally outside of work. Encourage them to be who they want to be by supporting, asking questions and showing care and concern. When people feel supported they grow. When they grow they have loyalty. Loyalty is also a byproduct of trust.

4. Allow People to Determine Their Role

“Employees have different cycles in their lives and the employers who are most able to attract them are those that will allow employees to ramp up or ramp down during their career depending on different events going on in their personal lives.”
– Edie Goldberg

When people feel like they have a say in their role they are more likely to trust the leader and organization. Trust is about allowing people to make decisions that benefit themselves as well as the company. Ask your team members exactly how they want to accomplish the team’s shared vision. While they don’t determine the destination, they can help map the path.

5. Encourage Excellence

“Ultimately, you cultivate trust by setting a clear direction, giving people what they need to see it through, and getting out of their way.” – Paul J. Zak

People live up to their expectations. Expect more. Clearly define the expectations for each person and team. Then let them get to work.

6. Reward Excellence

“The more credit you give away, the more will come back to you. The more you help others, the more they will want to help you.” – Brian Tracy

Notice the good others do. Notice the effort. Announce the accomplishments of your team. Tell your customers of the good work that each employee on your team does. Share it in emails. Tell it over lunch meetings. Give credit to others. Tell them you trust them because they do good work. Make a plan to at least once a day publicly call out the excellence of your team. It will build trust.

7. Focus on Relationships

“I believe that trust is more powerful than power itself….it supports innovation and flexibility, and it makes life more enjoyable and more productive. People who live in high-trust environments thrive.” – Joel Peterson

People connect with people. The leaders are what people trust, not the company itself. Leadership is built one person at a time. Focus on the person’s ambition, desire and skills. Help them know that they are valued and respected and the trust will be automatic.

Being aware of the emotional state of others is the first step for strong leaders to build trust. The second is to be able to respect and act on the those emotions through “trusted” behaviors. Words mean little when not backed by action. Building trust takes time, it takes proof and can be built with anyone as long as your actions match your desired outcomes.

Originally published on business.com 

Getting what you want is simple if you help others find meaning in helping you.

Some people get what they want. Usually they ask for it. Sales is no different. Relationships are the same. If you don’t tell the customer what is expected, they might never know what to do. If you don’t let your partner know what you need, they will not know what you need. The key to a meaningful life is purpose. When we help others we find our true purpose. Sometimes, other people need to find ways to help people. Help them help you, then everybody wins.

Have you questioned why some people actually get what they are seeking? Maybe you thought they were lucky, or smart, or possessed some power. The truth is really they just know how to ask the right questions in the right way. Words are power. Meaning is contextual and by giving proper meaning to the way we desire and frame our desires we can also help others want to help us.

In order to truly get what you want, you must ask great questions. Questions are made of words, and when framed the right way are powerful.

The first step is helping the person you want something from, to be able help you. Often people start with the asking the question and then try to help or overcome resistance. The key is to build the bridge first and then help them see that the bridge is already built.

Once you know what you need, why you need it, and if the person/group you are working with can provide you with what you need then you can really start the process of mutual helpfulness.

Follow this simple process to start helping others help you:

1. The Pre-Frame Statement

Tell them you are going to ask them for something. Then let them know they might not be able to help. Often when someone is told they can’t do something, they will try to find a way to prove that they can. People don’t want to be told no, especially when they are being told to tell themselves no.

2. Frame The Need Statement

Let them know why you are about to ask them for something and at the same time tell them you will help them in any way you can and are very flexible in the process as long as the outcome is win-win for all sides.

“A well-known principle of human behavior says that when we ask someone to do us a favor we will be more successful if we provide a reason. People simply like to have reasons for what they do.” – Robert B. Cialdini, Influence: The Psychology of Persuasion

3. The Question

Ask for exactly what you need. Simple. That’s it. Ask for what you need. Then be silent.

4. Accept Everything

Do not reject anything. Even if it is only 10% of what you asked for, say, “Great, that is super helpful.” Let them know they are helpful, they will feel helpful and want to act more helpful.

5. The Restate

Explain again why you need what you need, ask them what they need from you in order to make the request a reality. Offer one more appreciative comment for what was already offered and then ask the for the same need again with the added emphasis on creativity in finding a plan to make it all work out.  Then talk it out with them. This when the real solutions are found. This is when a partnership is formed. This is when you both get what you want and need.

The missing ingredient:

Confidence – You must reject negativity and fear. Your inner thoughts control your outer life.

“Optimism is the faith that leads to achievement. Nothing can be done without hope and confidence.” – Helen Keller

Even if you don’t think you are afraid, what you truly believe inside is likely to be expressed. If you think the deal won’t work, it probably won’t. Believe in yourself

.

Insecurity is stinky and loud. Insecurity can be felt.

“If you are insecure, guess what? The rest of the world is too. Do not overestimate the competition and underestimate yourself. You are better than you think.” -T. Harv Eker

Your biggest risk is first not trying, and second, trying but not believing you will succeed. You deserve more. You get more by helping more people. Everyone wants to help others. Find ways to help more and let people help you as well.

Try this process the next time you want something and see how this system helps everyone find meaning.

Originally published on business.com