One Meeting Minute Thought for Your Week
If you read the last M4 issue you already know some ways to deepen trust through your meetings.
But, we only made it through the first four actions so we have three more to go.
If you didn’t catch that M4 issue, you can read it now (click here) then jump back here so you can finish out the set.
Here’s the full set of seven ways you can deepen trust through your meetings.
Deepen trust through your meetings
Deepen trust through your meetings by:
✅ Being trustworthy
✅ Being transparent
✅ Being curious
✅ Being humble
✅ Trusting others
✅ Seeking to serve
✅ Challenging with respect
Deepen trust by trusting others
Developing trust with others is like a dance.
It takes two people, and someone must lead.
If you want to deepen trust through your meetings, you can be the one who takes the first step.
And, that first step you take with your partner can be a small one.
Here are some examples:
- Invite your direct report to share their perspective in a meeting with your boss.
- Ask for someone you know disagrees with you to give their perspective.
- Tell your team member you don’t need to review their presentation.
- Openly acknowledge you missed the deadline for your action item.
- Apologize when you interrupt a teammate while they’re talking.
Each of these actions involves being vulnerable and taking some risk.
You’re trusting your direct report to be concise with their comments.
But, they could ramble and derail the meeting.
Or say something that makes you look bad in front of your manager.
Your team member’s presentation may not be as polished as you would have made it.
But, you’re trusting them to do their best.
Your apology may be rejected and your teammate may hold a grudge against you because you cut them off.
But those things probably won’t happen.
What will likely happen is your coworker you’re taking a chance on will do great.
They’ll recognize you’re putting yourself at risk and work hard to show they’re worthy of your trust.
The teammate you offended will soften in response to your vulnerability.
As you trust others you’ll create an environment that causes their trust in you to grow.
And because of your example they’ll be more apt to trust others too.
Your first steps to lead the trust-building dance will deepen trust throughout the organization.
Deepen trust by seeking to serve
Take a moment to think about the people you trust the most.
I expect that everyone on your list has, in some way during your life, served you.
They’ve put your needs before their own and acted in your best interest.
You know they’ve “got your back” and have done things to make your life better – even when it required sacrifice on their part.
They’ve done this consistently over time.
With each act of service they deepened the trust you have in them.
You can do the same thing for the people in your meetings.
Seek to serve every person in the meetings you lead and the meetings you attend.
The opportunities to deepen trust in this way are everywhere.
In big and small ways you can seek to serve your coworkers through meetings.
For example:
- Listen to them!
- Invite them to share their perspective.
- Offer to review their presentation material.
- Give them credit when they’ve done something well.
- Give them constructive feedback to help them improve as a meeting leader.
You’ll deepen trust with those you’re serving and with those who observe your acts of service.
Deepen trust by challenging with respect
This technique to deepen trust through your meetings may surprise you.
You may think challenging a coworker during a meeting would destroy the trust they have in you.
That’s not true if you challenge your teammates with respect.
Consider the result of NOT challenging others during meetings.
You’re in a meeting and someone, let’s call them “Luca”, says something you don’t agree with or you know is wrong.
But, you don’t say anything.
You just nod your head and let Luca continue the conversation.
Or maybe you avoid eye contact and the conflict that might occur if the look on your face reveals what you’re really thinking about what Luca said.
What’s going to happen later when you’re directly asked if you agree with what Luca presented and you say No?
Do you think Luca will trust you more or less than they did before the meeting?
I agree.
Luca will NOT trust you more because you remained silent instead of respectfully challenging him during the meeting.
You might make your teammate feel good temporarily.
But finding out later that the agreement you projected was insincere will erode their trust in you.
Now consider this different approach you might take with Luca.
When you hear Luca make a statement you don’t think is right or isn’t aligned with your perspective, you could say something like this:
“Excuse me, Luca. I’m not sure if I agree with what you just said. I may be wrong but my understanding of the situation is different than yours. Could you help me understand how you came to that conclusion?”
Or
“Luca, I know you’re the expert in this area and I still have a lot to learn. My position is different than yours and I’d like to better understand your reasoning. Could I schedule a meeting with you so we can discuss this more?”
While making a statement like this may not be comfortable, you’ll deepen trust with your coworkers by challenging them with respect.
More Resources to Help You Build Your Career and Your Business
I share often about Patrick Lencioni’s book, The 6 Types of Working Genius (click here to learn more) because I use the model as a productivity tool nearly every day myself and with my clients.
But I use another of Lencioni’s books regularly too.
The Five Dysfunctions of a Team covers the topic of Trust in depth.
In his best-selling book, Lencioni writes this:
“Trust lies at the heart of a functioning, cohesive team. Without it, teamwork is all but impossible.”
Patrick Lencioni in The Five Dysfunctions of a Team
I highly recommend this book for any leader.
You can get an overview in a free pdf from Patrick Lencioni’s website by clicking here or on the image below.
And Now a Word from Our Sponsors
The Five Dysfunctions of a Team is a great book, but I use Lencioni’s Six Types of Working Genius much more often.
And I’ve seen this model have an even bigger immediate impact on the productivity of teams.
That’s why I’m a Working Genius Certified Facilitator.
If you want to learn more about how I can help you apply the Working Genius model to make your team more productive, contact me (click here) so we can have a conversation.
That’s All for this Issue
If you read my blog, listen to my Connect Mobilize Deliver podcast, or follow me on LinkedIn, you’ll soon realize how much I value trust.
Trust is the foundation for every relationship and the cornerstone of healthy, successful businesses.
And, I talk about trust often. Almost as much as I talk about meetings!
Meetings, trust, and business success are entwined and inseparable.
So take advantage of the opportunity this combination gives you to lead well.
Deepen trust through your meetings and make your business healthier and even more successful.
Let’s lead with kindness and confidence!
Greg
Here are 3 ways I can help you when you’re ready:
- Get more free resources you can use today (Click here to Start)
- Improve on your own with digital courses (Click here to Improve)
- Accelerate your progress with coaching (Click here to Accelerate)
New To This Newsletter?
Subscribe here so you don’t miss what I share in the next issue.
Want To Help Others?
If this issue helped you, it will probably help someone else. Please share it with your connections to fuel the global movement to Stop Bad Meetings!