Trust-based Leadership
As a family-owned company with 21 markets, we ourselves constantly work on our own leadership development. But we have also worked with entrepreneurs and business leaders for 45 years. So let us help you with both workplace design and your knowledge of forms of leadership. Let's dicuss trust-based leadership
What is trust-based leadership?
Trust-based leadership focuses on creating trust between leaders and employees by giving responsibility and strengthening the commitment and independence of employees, both individually and in groups. The leadership model emphasises that leaders should give responsibility in order to empower their employees, increasing their motivation and productivity, rather than focusing on control and giving orders. The leader acts more like a coach, providing information and freedom to make decisions within the framework of the organisation, as well as providing feedback and support for employee development.
How do you work with trust-based leadership?
As a manager, working with trust-based leadership goes beyond just giving orders – it's about building strong relationships, establishing common goals and allowing your employees to grow. It requires you as a manager to listen to, value and collect input from all team members. In a workplace setting, it is easy as a leader to strive for control and to work strongly hierarchically with top management. As a trust-based leader, the solution is the opposite.
For employees, trust-based leadership means being able to take initiative and personal responsibility, but not forgetting that one of the success factors is collective work. It gives employees the opportunity to test their ideas and take risks in a safe and open-minded environment - with support from both leaders and colleagues.
Advantages and Disadvantages
As with all leadership theories, there are both positive and negative views of trust-based leadership. It is not suitable for all employees or in all workplaces.
There are several advantages to the leadership model, both at the individual and organizational level:
- Trust-based leadership promotes commitment and motivation among employees. When employees feel valued and accountable, they are more likely to contribute their best efforts. This then increases productivity.
- The model can also promote innovation and creativity. When team members feel safe and have faith in the leadership, they are more likely to share new ideas, dare to experiment and take their own initiative.
- In a workplace where you have a high level of trust in each other, a safe and positive work environment is emerges. It both increases well-being and reduces stress among employees.
Despite many advantages, there can also be disadvantages of trust-based leadership:
- Trust-based leadership can take a long time to implement and requires practice, time and patience from both leaders and employees. It can also be difficult to build trust, especially if the leadership has previously been clearly hierarchical.
- There is always a risk that employees abuse the trust that trust-based leadership is about. With increased independence and powers, the trust can be exploited for personal gain.
- A fundamental part of trust-based leadership is being able to work together, something that does not suit everyone. As a leader, it may be a struggle to get all employees to understand the importance of collaboration.
Summary
Trust-based leadership is a method that aims to create trust between leaders and employees by giving responsibility and encouraging commitment and independence in the workplace. This is because the leader acts more like a coach than an authoritarian figure. The advantages of this model include higher initiative and motivation among employees and that it provides a safer work environment. Disadvantages can be a risk of abuse of trust, the struggles with transitioning to the leadership style and the challenge of getting all employees to want to work collectively.
