Trust and Control as a Leader
We need policies and control mechanisms but must learn not to rely on them exclusively. They undermine the very essence of a thriving workplace.
I came across a valuable insight shared by Craig Groeschel on his "Leadership Podcast." “the bigger problem, when you don't value, trust and empower the leaders around you, either they don't grow or they don't stay. This is crazy important. I wanna say it again. Anytime you overestimate your own importance, you unintentionally undervalue the leaders around you. And if you don't trust them, empower them, believe in them, then they don't have the ability to expand their capacity or they do not stay with you.”
Now, let's consider the implications of being overly rigid with rules within our team. Such strict adherence can stifle the creativity and innovation that our team could otherwise explore, driven by fear of harsh consequences. This inevitably affects morale, creating an environment where team members feel micromanaged and restricted. The result is diminished enthusiasm, lower job satisfaction, and decreased commitment and productivity.
Trust, on the other hand, fosters meaningful contributions and a sense of ownership among team members. However, when trust is lacking, the sense of responsibility declines, and policies start to feel like additional layers of control, hindering growth.
A workplace void of trust cultivates suspicion, leading to a decline in teamwork. This inadvertently gives rise to a culture of fear, impacting communication and problem-solving capabilities.
When the team perceives a lack of trust, disengagement becomes a prevalent issue. Compliance may occur, but genuine commitment to the organization wanes. The rules are enforced, but the organization finds itself investing more time and energy in policy enforcement than in growth and achieving its original purposes.
Policies are essential tools in any organization, but they should complement trust rather than replace it. A thriving organization is one where both the team and the organization itself flourish, not one where they merely survive.
