When an entrepreneur creates a business, he or she begins to wonder if it would skyrocket to becoming a success. They begin to struggle with high-performance issues. What if it doesn't succeed? Before one can say, 'Jack Robinson', their mental health is affected.
While running a business, and expecting high performance from it, things may happen that were not part of the plan. Some deals may get delayed, expenses may increase considerably, and this may leave you and your team members battling with anxiety and mental health.
At that moment, there could be a lot of strain in the relationship of team members because as they try to salvage the business, and make it high performance, they tend to work in a different direction. The idea of working together becomes lost in the chaos.
At that moment, the little trust that may have survived starts to wane, and before you know it, everyone is looking above their shoulders.
Why is trust so important?
If there is no trust in a team, then there is a big problem. You can't classify it a team. There may be a lot of intelligent persons there, but if they are working at different things, then there may never be a win.
Clients can easily tell if there is a lack of trust in a team because everyone is going in a different direction. If you can't trust yourself, how do you expect clients to trust you? No client wants to be caught dead having anything to do with an organisation that is not sure of itself. The quest for high performance can pull you do if not managed well.
A lot of businesses usually struggle with a lack of trust. When a study was done by Ernst &Young, it was noticed that less than fifty percent of workers could say they trusted their colleagues, bosses or employers.
Building a culture of trust
For a business to succeed, and have a high performance, the culture of trust should be built. If you don't want your team member suffering from a mental health breakdown, it won't be a bad idea to work on the trust issue.
To carry this out effectively, let's go back to the basics. When a company is formed, the team rules, mission and values are usually formed. These are created to govern how everyone on your team is expected to treat the other. Know that whatever values or rules that you place there must be fair and agreed upon by team members, hence they may just be a waste of time.
Things that should normally be included in your set of values are courage, respect and integrity. Sometimes, they may vary from organization to organization. What works for you should be included.
Integrity helps to decide the type of character you are to have as a person. It usually defines how honest you should be, as well as your set of morals and values.
The same way integrity defines a person is the same way it should define your firm.
One thing that you should know is that those who had a great level of trust in their teams were able to do such because the core value of the company was integrity. The study by Ernst & Young buttressed this. When you are working with others, try to walk the do. Don't say something else and do something else.
Normally, a company usually has a diverse set of persons working together. These different people have varying beliefs, talents and temperaments. How then can you get them to trust one another to improve the company's chances of high performance?
It is quite simple. The study by Ernst & Young shows that the major factor that made a lot of people to have trust for their colleagues and bosses was because they were always respected.
Once everyone starts treating others with respect, a high level of trust becomes a thing in the company.
Before a business can be run, courage is needed. Before you can take risks and improve your rate of high performance, you would need courage. A coward would only drive business to the ground, and leave everyone's mental health in shambles. To allow this happen, you should be considering creating a safe haven.
Try and test an idea before you give it a thorough backing. If it is successful, try to duplicate them. Now, if they don't sail through, try not to blame anyone. Don't start pointing fingers, trying to destroy a person's ego.
Try to do something else. When calculated risks are taken, reward them, but don't chop off the head of one that made a less than a rational decision.
Try and translate your set of values to how you behave.
How can these values be translated? Every smart company always have a set of rules that governed how things were done daily. They usually are driven by what their core values were.
Below are those that can affect the way you and your colleagues work as a team.
1. Only carry out honest and open communication
It is important that you and your team members try to communicate regularly. Try and fix a roundtable session weekly, and allow them to speak without fear. Many of your colleagues have things that can benefit the team that they want to get off their chests. When they start feeling that they will be laughed at, it can affect them negatively.
These roundtable discussions shouldn't be left exclusively for the management to do the talking. There has to be a real discussion. Share those ideas and feelings, leave nothing hidden.
2. Don't see any idea as dumb
If you are working with a team filled with talented persons, there will a lot of creative ideas flowing around. At first, some ideas may sound eccentric, but once you settle down to look at them, you realize that they are exceptionally good, and hold the key to your company's high performance.
One thing you should know is that the mind holds the key to how your business fares. If you can search for resources to build the mind of you and your team, then the trust level would increase, and the business will bask in the aura of high performance.