“Your words and deeds must match if you expect employees to trust in your leadership” …
So, how can you encourage employees to build meaningful relationships? The answer is trust. Trust in leadership means being:
Whether you’re a B2B or B2C business you are engaged in business. What are the signs of successful, impactful business? Profits? Clients? Positive reviews? Those are certainly all valid, but the base is the trust.
When we are thinking of training and business, directly link their relationship under corporate business . We spend so much time training employees on statistics and techniques and features, but we don’t focus on trust factor & without a pretext of trust, all that training is for nothing. At the end of the day, it’s not about the product we’re selling and training we are providing , but the customer who’s taking it; it’s not about the training being offered, but the benefits it provides to the person investing in it; it’s not about the engagement, it’s about the relationships we build with our customers and suppliers.
Just like when we offer training courses we offer a trustworthy relationship with our customers who are corporate , fresher’s, and interns. It maintain your position in market and you don’t need to do marketing separately.
The question, then, is how do we train trust? There’s no any magic book or magic stick or step-by-step guide for developing trust, but there are simple ways you can take to help employees develop and sustain trust in their relationships with clients, customers and co-workers.
1. Remind them why it matters.
Always first step in any effective training is to gain buy-in: let them think that if they will not taking it seriously, they will in loss for forever. Because time is money, but money can’t buy time and time matters for trust. Perhaps you could present a story trainees can relate to of a time when a situation collapsed because of a lack of trust. This type of story will gain their attention.
Don’t just tell trainees that trust matters; show them, teach them. Let them experience both sides of the situation so that they can understand both situations to gain a trust and maintain that gained trust .Help them to develop genuine relationships with the people they interact with – whether those are clients or customers, business associates or buyers – so that they can develop personal skills to use in real time. Like any other skill, practicing developing trust makes perfect.
3. Continue to guide them.
Once trainees have involved in the training process, check them how they’re implementing the art of trust. Support them to have interaction with clients, watch it and give feedback based on their behaviors. Show your free understanding for them and make sure they understand you’re a resource not just for technical knowledge but for personal skills, too.
As trust is a factor which holds your behavior , personality , maturity and situation handling i.e. personal skills. Give them the patience they deserve, and they’ll trust you and adjust their own perspective on trust.
I hope you find this blog post knowledgeable.
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