Have you factored workplace trust into the success of your organization? Are you a skeptical believer, or just moving about without giving belief much thought?
In workplace circles many people are convinced in what they believe. The right, the wrong, the labels, and the situations. What they see, what they perceive, is truth.
Often driven by expectations belief can be powerful, it can become extreme, and it also can become problematic.
Who do you choose to believe and why?
People often choose to believe those that they trust. When you ask someone why they trust another person what is his or her response?
Do they trust from past experience with the person? Are they stereotyping, making assumptions, or simply giving the benefit of the doubt?
Is this blind belief? Belief based on science?
Much of the belief is suggested to come from a feeling. A trust your gut kind of experience. This trust is often analyzed in your mind based on past experiences.
A bad boss might create some emotional scars. The result, never trust the boss.
A co-worker who sells you out may create an unwillingness to trust team members.
It is often about an organization that looks like this, looks like that, acts that way, has employees who drive the cars or wear the clothes that you connect with a previous good or bad experience.
Giving the benefit of the doubt in trust scenarios feels risky.
Not giving the benefit of the doubt may be halting progress.
Don’t blindly disregard your instincts, but when you don’t trust ask yourself why.
The absence of evidence may be the perfect reason to give someone the benefit of the doubt.
Dennis E. Gilbert is a business consultant, speaker (CSPTM), and culture expert. He is a five-time author and the founder of Appreciative Strategies, LLC. His business focuses on positive human performance improvement solutions through Appreciative Strategies®. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.