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The ultimate trust-builder and collaboration-enhancer
We’ve all known that person. You like them. They’re friendly and smart. But you hesitate to let them take difficult tasks. You’d rather they stick to things you know they can handle — the kinds of assignments they’ve been successful with in the past.
We’ve all got someone at the other end of the spectrum, too. The person that, no matter what it is, you know they’ll be successful. They’ll find a way, figure it out, and produce great results every time.
It hasn’t been a matter of intelligence or competency for the people in my life that have fallen into these buckets. It’s been entirely about trust. One group lacks it; the other has it.
Like a stretchy waistband
What is it about those folks we trust so much? How can we be so sure they’ll do a great job with new and difficult assignments?
It’s rooted in past performance. They’ve demonstrated an ability to figure things out and succeed. More importantly, though, is that we’re confident they have the right safeguards in place. We know they’ll do the right things to keep us comfortable as they work through challenges and arrive at a solution.
They’ll discuss the plan beforehand, solicit feedback as they go, review when they’re done, and speak up if they get stuck along the way. These are all ways of asking for help — and they all build trust.
The number one thing that earns trust
Brené Brown uses a great metaphor for trust: the marble jar. The concept is borrowed from her daughter’s classroom system for promoting good behavior. When the class does something good, a marble is earned. When bad things happen, marbles are removed.
It’s the same with trust. When you do something trustworthy, you earn a marble. Damage trust, however, and risk losing a handful.
So, what’s the best way to fill the jar? In her book Dare to Lead, Brown shares the following observation from her research:
We asked a thousand leaders to list marble-earning behaviors — what do your team members do that earns your trust? The most common answer: asking for help. When it comes to people who do not habitually ask for help, the leaders we polled explained that they would not delegate important work to them because the leaders did not trust that they would raise their hands and ask for help.
It makes sense, right? If someone is doing something unfamiliar — something they’ve maybe never done before — and we don’t think they’ll seek guidance or check-in as they go, it’s natural to worry about the outcome. How could you not be concerned?
Everyone gets a marble
Think about the marble jar for this person that you’re uncomfortable with, that you don’t quite trust. How full is it? Probably not very.
Luckily, the solution to an empty jar is simple: start adding marbles.
When you don’t trust someone, part of the challenge is that they need to be the ones to earn marbles. Don’t worry, though, because there’s a wonderful, marble-earning solution for that, too! Ask them for help.
It takes courage and vulnerability to acknowledge a lack of trust in a relationship, particularly with someone you’ve known for a long time. It doesn’t need to be awkward, though. You don’t need to say, “I don’t trust you,” which can be harsh, ambiguous, and defense-triggering.
Instead, focus on promoting specific, trust-building behaviors. Suggest reviewing a plan before getting started. Tell them you’re happy to provide feedback at any point. Ask them to report on the status and offer help if they’re stuck. Give them space, but let them know you’re in it with them. Supporting a colleague in these ways is sure to earn you a lot of marbles.
The ultimate trust-builder
Asking for help is an underrated and insanely powerful tool. Look beyond the obvious, immediate benefits like getting your question answered. When you review a plan and get input before starting, mistakes are prevented before they occur. Soliciting feedback and double-checking your thinking improves quality and creates opportunity.
And, all the while, you’re creating a trusting, collaborative environment.
The benefits don’t end there, though. Asking questions demonstrates vulnerability and humility. It’s a signal of self-awareness, an admission that you don’t know everything. It signals to others that it’s okay to ask questions. People will be less afraid of judgment and less likely to judge themselves.
Trust is important, and asking for help is an easy, straightforward way to develop a lot. Don’t save it as a last resort. Instead, think of it as an opportunity to fill your jar. Cite specific ask-for-help behaviors missing in your interactions with others. Make asking for help habitual, so it comes naturally when help is needed most — when stakes are high and mistakes costly.
A team that trusts deeply and actively supports itself is capable of incredible things — and all it takes is for members to buy in on asking for help.
This article was originally published on The Startup on January 21, 2021.
Interested in learning more? This article was inspired by Dare to Lead by Brené Brown. Check it out! Note that I use affiliate links when linking to products on Amazon.
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