In Trust we Trust


With news breaking recently that Tristram Hunt has said he does not plan to run for Labour Party leadership, we return to the one thing that has made the election the fine balance that it has always historically been; trust.

Trust is critical for everyone. Where there is trust individuals and teams perform better, are more productive, more motivated and are happier in themselves.

Mr Hunt said, during the announcement of his stepping down, that he could not be confident of enough backing from fellow MPs to launch a bid. He could not trust in their support.

In a recent poll it was found that trust in pollsters is low after their failure to forecast the Tory majority in the general election! The poll also revealed however that politicians are the least trusted at 10%, just below journalists on 11% and estate agents at 15%.

But we do not have a crisis of ethics in business today – despite what the tabloids and scaremongers might wish us to believe. We have a crisis of trust.

So how do we inspire trust?

Everyone has a natural talent, but it’s not always easy in a school or learning environment to find out what that is, or to give it the chance to develop. Then, when we cross into adulthood and carve out a career, it may be that we still haven’t truly developed our natural talent. This can mean that we have to work very hard on things that we get paid to do, never actually discovering that we could be spending more time doing the things we are naturally good at and that make us feel good. And – when we feel good, our colleagues feel good too and suddenly trust is so much easier to develop.

Safire Consulting Ltd is one of the course providers on The Skills Platform and they specialise in doing just this. Their course Trust Yourself is not only useful to individuals, but one for teams too and can be arranged within a workplace or within one of their locations.

Their Talent Dynamics Profiling test teaches how an individual can communicate more effectively and build rapport more quickly, something that these politicians could probably learn a lot from. They call this ‘being in flow’ - more confident, more energised and more productive. The benefits of this approach scale upwards from the individual to the team, from the teams to the organisation, from the organisation to the stakeholders, accelerating trust and flow in all forms of teamwork and team dynamics.