Building trust
I’ve learned that trustworthiness is evaluated based on two critical criteria: competence and integrity. Competence refers to an individual or team’s perceived ability and skills to perform tasks and fulfill responsibilities effectively. At the same time, integrity relates to honesty, consistency, and ethical behavior. Unintentional bias can significantly affect trust as it can undermine the perception of integrity, mainly when it results in unfair treatment. I’ve also discovered the five predictors of trust, which include reliability, consistency, communication, empathy, and vulnerability. Learning to share accomplishments tactfully can help enhance the perception of competence, focusing on highlighting contributions while acknowledging the team’s role.
Additionally, I’ve realized that shared-space and virtual teams build trust differently, with shared-space teams often relying on face-to-face interactions and non-verbal cues. In contrast, virtual teams must establish trust through clear communication and remote collaboration. Lastly, I’ve learned how to break down the components of a trust-building apology, including acknowledging the wrongdoing, taking responsibility, expressing remorse, making amends, and demonstrating a commitment to change. These insights have given me valuable knowledge of the intricate dynamics of trust in various contexts.