{"id":21886,"date":"2020-12-25T23:21:00","date_gmt":"2020-12-26T03:21:00","guid":{"rendered":"https:\/\/www.shortform.com\/blog\/?p=21886"},"modified":"2021-01-04T19:37:45","modified_gmt":"2021-01-04T23:37:45","slug":"building-trusting-relationships","status":"publish","type":"post","link":"https:\/\/www.shortform.com\/blog\/building-trusting-relationships\/","title":{"rendered":"Building Trusting Relationships for Radical Candor"},"content":{"rendered":"\n

Are you trying to develop a culture of radical candor? What goes into building trusting relationships and why is it important<\/a> for candor?<\/p>\n\n\n\n

Building trusting relationships is an essential first step to creating a workplace that is radically candid. If people feel safe and seen at work, the feedback is easier to give and receive<\/a> and collaboration is more effective.<\/p>\n\n\n\n

Keep reading for tips on building trusting relationships at work<\/a>.<\/p>\n\n\n\n\n\n\n\n

Building Trusting Relationships<\/h2>\n\n\n\n

One of the first steps toward creating a radically candid workplace is showing your team members that you personally care about them, which naturally contributes to building trusting relationships. This practice might feel a little \u201csoft\u201d for the workplace, but it\u2019s not a waste\u2014when you build trusting relationships with your team and let them bring their whole<\/em> selves to work, you give shape and meaning to the work you do together. This motivates and engages your employees, driving them to accomplish much more than you could as a closed-off, disconnected team.<\/p>\n\n\n\n

This step will take a good deal of time and effort on your part\u2014solid relationships can\u2019t be forced. Rather, they\u2019re developed slowly through repeated, meaningful demonstrations of practicing self-care<\/a>, giving your team autonomy, and respecting boundaries<\/a>. <\/strong>First, we\u2019ll explore how practicing self-care can help you show up to work in a way that opens up opportunities for relationship-building. Then, we\u2019ll discuss building trust<\/a> by giving your team autonomy, and by respecting their boundaries when asking them to share about themselves.<\/p>\n\n\n\n

Practicing Self-Care<\/strong><\/h3>\n\n\n\n

Self-care is vitally important to creating opportunities for building trusting relationships, because it allows you to bring your best self to work. This is important for several reasons. First, it\u2019s very difficult to correctly deal with tough situations when you\u2019re not at your best. As a leader, your job is to avoid becoming overwhelmed by the situations you\u2019re faced with\u2014however, if you\u2019re stressed at work and stressed at home, your problems will exacerbate one another. Tough work situations become insurmountable, or you may snap at someone who doesn\u2019t deserve it. Second, it\u2019s hard to care personally about other people when you\u2019re caught up in your own issues\u2014and personal care is crucial to radically candid relationships.<\/p>\n\n\n\n

There are three ways that you can maintain your self-care: integrating your work and life, finding and practicing your self-care method, and scheduling self-care time<\/a>.<\/strong> <\/p>\n\n\n\n

Integrate Your Work and Life <\/strong>to Help With Building Trusting Relationships<\/h4>\n\n\n\n

Don\u2019t think of your two lives separately, as a work-life balance<\/em>. This implies that energy that\u2019s put into your work is sapped from your life, and vice versa. Instead, think more in terms of integrating the two\u2014you bring your whole self to work<\/a>, and your whole self goes home at the end of the day. For example, if staying centered requires that you spend 30 minutes meditating every morning, this isn\u2019t time that\u2019s \u201ctaken away\u201d from your focus on work. It allows you to bring a more grounded self to work. Likewise, if you feel excited and energized about a work project, feel free to talk about it at home and share your vision with your spouse. <\/p>\n\n\n\n

Integrating your work life and personal life ensures that they enrich one another, instead of working against each other for your attention and time.<\/strong>  If you’re building trusting relationships, they need to be based on who you are<\/a> completely and not just at work.<\/p>\n\n\n\n

Find and Practice Your Self-Care Method<\/strong><\/h4>\n\n\n\n

It\u2019s important to find your own<\/em> self-care method\u2014what is helpful and meaningful for one of your colleagues may do nothing at all for you. Self-care can look like mediation or exercise, or can be grounded in spending time with your spouse, getting drinks with friends, or going on vacation with your family. <\/p>\n\n\n\n

Whatever your self-care method is, it should be prioritized when you\u2019re faced with tough situations\u2014but you need to check in and make sure it\u2019s not your highest priority. For example, if you\u2019re tasked with laying off several members of your team, it\u2019s okay to have a weekend getaway for some space to think. It\u2019s not<\/em> okay to abandon work commitments for a last-minute 4-day weekend, or to distract yourself from the task by shopping around for flights and hotels while you\u2019re on the clock. <\/p>\n\n\n\n

If you don\u2019t have a way to step back and center yourself, it\u2019s all too easy to get caught up in stress and chaos. On the other hand, if you have a solid self-care practice<\/a> in place, you should be able to deal adequately with tough situations.<\/strong><\/p>\n\n\n\n

Schedule Self-Care Time<\/strong><\/h4>\n\n\n\n

Self-care doesn\u2019t feel as urgent or important as your bigger work tasks, so it\u2019s likely to get bumped to the bottom of your priority list. To avoid this, schedule self-care time into your day like you would schedule anything else for work, and show up for it<\/em>. For example, if you always blow off exercising in the morning, put it into your calendar and commit to it as you would with any other scheduled meeting. <\/p>\n\n\n\n

Once you\u2019re taking care of yourself, you\u2019re ready to effectively care about your team<\/a> and work on the next two steps of relationship-building: granting your team autonomy, and respecting their boundaries when learning about them. <\/strong><\/p>\n\n\n\n

Building Trusting Relationships Mean Granting Your Team Autonomy<\/strong><\/h3>\n\n\n\n

Giving your team autonomy at work<\/a> leads to better results and more accomplishments, because a sense of agency\u2014not power and control\u2014builds trusting relationships<\/em>. When employees feel that they have a trusting relationship with you, they\u2019ll bring their best selves to their work, naturally collaborate better, and are more engaged with their work. This is because a relationship encourages<\/em> them to bring out their best selves, and ensures that they can trust your decisions, and you theirs. On the contrary, if they feel that their best selves are being forced <\/em>out, or feel like replaceable parts of a machine, they\u2019ll do the bare minimum.<\/p>\n\n\n\n

When loosening the reins of authority, it\u2019s important that your balance between control and freedom still offers your team a sense of structure\u2014too little structure can cause systems to break down, and can allow people to use selfish interests to rise to positions of self-made power. These balances\u2014between freedom and control, and between structure and disorganization\u2014won\u2019t come easily. It\u2019s helpful to keep in mind that you\u2019re not giving up all <\/em>control\u2014you\u2019re giving up control selectively, in a way that makes sense for everyone.<\/p>\n\n\n\n

Put some research and thought into what duties or responsibilities make sense to give up. For example, promotions at Google aren\u2019t based on managerial decisions or recommendations. Any employee who wants a promotion can put together their own \u201cpromotion packet\u201d that highlights the reasons they deserve promotion, such as accomplishments, recommendations, and so on. The promotion is then considered and approved or denied by a team. This eliminates the possibility of one person having full control over another\u2019s path, and also eliminates the ability of someone to act without the interests of the whole team in mind. <\/p>\n\n\n\n

Encourage Sharing, But Respect Boundaries<\/strong><\/h3>\n\n\n\n

The second part of building effective relationships with your team members is respecting their boundaries. Respecting boundaries is not a one-size-fits-all practice. As a leader, you\u2019ll have to navigate what \u201cboundaries\u201d look like for each person on your team\u2014everyone will react differently to the idea of bringing their whole selves to work and sharing aspects of their personal lives with you. The good news is, this gets easier over time, as your relationships strengthen and you understand your employee\u2019s needs more deeply. <\/p>\n","protected":false},"excerpt":{"rendered":"

Are you trying to develop a culture of radical candor? What goes into building trusting relationships and why is it important for candor? Building trusting relationships is an essential first step to creating a workplace that is radically candid. If people feel safe and seen at work, the feedback is easier to give and receive and collaboration is more effective. Keep reading for tips on building trusting relationships at work.<\/p>\n","protected":false},"author":6,"featured_media":11758,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[34,12,30],"tags":[177],"class_list":["post-21886","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-communication","category-relationships","category-work","tag-radical-candor","","tg-column-two"],"yoast_head":"\nBuilding Trusting Relationships for Radical Candor - Shortform Books<\/title>\n<meta name=\"description\" content=\"What do you need for a radically candid workplace? Building trusting relationships is an essential first step. 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