Building a culture of trust is a composite of many things, there is no unified field theory of trust. There are many individual components both within a culture, and environmental conditions without that will determine the longevity of success after a culture of trust is created.
For businesses, society, or even for personal development — trust begins with awareness. Awareness of one’s own abilities without comparison to those around them. To build a culture of trust, you first have to know who you are and what your strengths and weaknesses are. This is part that is not very comfortable if a change is going to happen. It’s not comfortable for individuals, companies, cities, or countries.
Why? Because, part of instituting real, valuable, and lasting change that breeds success and growth — means shedding old skin. It means giving up things that once felt safe and comfortable. It means allowing space to mourn what we once thought was good for us (and it very well could have been) is now no longer serving us or our need to grow. We can move on. Life, growth, and change happen in cycles.
What does this look in real-time? What are practical steps to building a culture of trust with ourselves, in society and in business?
– Know who you are. Take time to get real with yourself.
-Write down your strengths.
– Write down your weaknesses.
– Write down your passions.
– Then take a hard long look at where you are, how you got there, and where you want to be.
– Then map out where you want to be for the next 5 years, the changes you need to make to get there.
– Create a supportive community of people around who will keep you accountable.
– Create a joy ritual. If you have a goal. Enjoy it. Reward yourself for hitting milestones.
- Be patient. It takes time.
- Keep doing audits.
- Challenge your beliefs
- Don’t give up so easily.
- We need to get real with where we are.
- Map out where we want to go.
- Do Cultural audits.
- Do belief audits.
- Do Policy audits.
- Allow disagreements.
- Have goals (we don’t right now).
- Create local, regional, governmental, and global town hall meetings (Yes, I am serious). Forums don’t work anymore.
- Creating culture socially means having check-ins constantly – to the point of ad nauseam.
- Allow creativity to lead the way.
- Listen to the nay-sayers.
- Allow all voices.
- Have an open culture of communication.
- Be honest about where you are.
- Create a culture of the town hall meeting where you meet regularly.
- Listen to your customers, not your marketers.
- Build products that help solve real problems.
- Do audits. Policy audits. Discrimination audits. Idea audits. Employee and Employer engagement audits.
- Be willing to pivot and change quickly.
- Be agile.
- Believe in growth.
These are not all-inclusive lists. But these are all areas we need to take seriously. This is beyond the fad of having a growth mindset — it’s seeing that whatever our context is, the long game is the way to succeed. To choose positivity and chase the outcomes wholeheartedly. To do it with tenacity, joy, and creativity. Be willing to challenge the status quo (this is the true seat of growth).
Once these lists are executed, true incremental change can begin. Perspective and how to phrase growth has to be filtered in and through the context. This is key. It has to speak the language of the person, brand, or society. Culture is about incarnation. This means every step toward building a culture of growth and success has to be intentional – if it is not – then that is a direct sign of something that either should not be taken on or something that should be jettisoned.