{"id":5355,"date":"2024-08-25T09:00:45","date_gmt":"2024-08-25T07:00:45","guid":{"rendered":"https:\/\/www.stefduplessis.com\/?p=5355"},"modified":"2025-01-31T08:55:17","modified_gmt":"2025-01-31T06:55:17","slug":"trust-and-ugrs","status":"publish","type":"post","link":"https:\/\/www.stefduplessis.com\/index.php\/2024\/08\/25\/trust-and-ugrs\/","title":{"rendered":"Trust and UGRs"},"content":{"rendered":"

In the last edition of Cultural Intelligence, we canvassed the concepts of \u2018softball\u2019 and \u2018hardball\u2019. It\u2019s fair to say there are varying views on the extent to which we should focus on each of these in our day-to-day work! We\u2019ll fuel the fire a little more below, with an article by Steve Simpson on the \u2018soft\u2019 issue of trust – something that he suspects doesn\u2019t get much air-time in organisations nowadays…<\/p><\/blockquote>\n

Trust is a word that is not verbalised often in organisations. But in my view, it\u2019s the centrepiece of performance.<\/p>\n

While \u2018trust\u2019 may not be frequently verbalised, it\u2019s implied constantly. When a manager says she will do something, that person is monitored to see whether she carries out her promise. When a staff member says \u2018I\u2019ll keep this in confidence\u2019, people will eventually know whether that\u2019s the case!<\/p>\n

I\u2019ve never tested it, but it\u2019s my theory that there is a direct relationship between trust and the level of counterproductive internal politicking. I also think that people perform better when there are high levels of trust.<\/p>\n

There are two broad types of trust – cognitive and affective.<\/p>\n

Cognitive trust relates to a belief that one has about the reliability and quality of another party fulfilling their role. It\u2019s the kind of trust we have (or don\u2019t have!) when we employ a trades-person, or when we hand over a job to another person or department.<\/p>\n

When trust develops, it can move to the affective dimension. Affective trust exists when the parties make a mutual emotional investment in the relationship. This is where concern and benevolence exist between or among the parties. Affective trust is necessary before people are prepared to take risks without fear of failure.<\/p>\n

High performance sporting teams often display this level of trust – but it\u2019s all too rare in organisations where people are concerned about how their weaknesses might be used against them.<\/p>\n

Of course, it\u2019s the prevailing UGRs (Unwritten Ground Rules) that heavily influence trust. Indeed, there are probably some UGRs in\u00a0your organisation right now that relate to trust – such as \u2018Around here, the senior executive say things are OK, but we know they can\u2019t be trusted…\u2019<\/p>\n

It is worth noting that UGRs can be formed from two broad sources. One source is \u2018fact based\u2019, where people are justified in coming to the rational conclusion which is the UGR. The other source of UGRs pertains to \u2018myths and legends\u2019 spread down over time.<\/p>\n

If trust-related UGRs have their origins in fact, then people will need to change their behaviour to earn trust. If trust-related UGRs have their origin in myths and legends, then perhaps the staff need a wake up call!<\/p>\n","protected":false},"excerpt":{"rendered":"

In the last edition of Cultural Intelligence, we canvassed the concepts of \u2018softball\u2019 and \u2018hardball\u2019. It\u2019s fair to say there are varying views on the extent to which we should…<\/p>\n","protected":false},"author":5,"featured_media":5346,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[83,92,87,88,82,93,89,90,80],"class_list":["post-5355","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-workplace-culture","tag-corporate-culture","tag-employee-engagement","tag-leadership","tag-leading","tag-organisational-culture","tag-teams","tag-ugrs","tag-unwritten-ground-rules","tag-workplace-culture"],"_links":{"self":[{"href":"https:\/\/www.stefduplessis.com\/index.php\/wp-json\/wp\/v2\/posts\/5355","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.stefduplessis.com\/index.php\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.stefduplessis.com\/index.php\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.stefduplessis.com\/index.php\/wp-json\/wp\/v2\/users\/5"}],"replies":[{"embeddable":true,"href":"https:\/\/www.stefduplessis.com\/index.php\/wp-json\/wp\/v2\/comments?post=5355"}],"version-history":[{"count":1,"href":"https:\/\/www.stefduplessis.com\/index.php\/wp-json\/wp\/v2\/posts\/5355\/revisions"}],"predecessor-version":[{"id":5356,"href":"https:\/\/www.stefduplessis.com\/index.php\/wp-json\/wp\/v2\/posts\/5355\/revisions\/5356"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.stefduplessis.com\/index.php\/wp-json\/wp\/v2\/media\/5346"}],"wp:attachment":[{"href":"https:\/\/www.stefduplessis.com\/index.php\/wp-json\/wp\/v2\/media?parent=5355"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.stefduplessis.com\/index.php\/wp-json\/wp\/v2\/categories?post=5355"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.stefduplessis.com\/index.php\/wp-json\/wp\/v2\/tags?post=5355"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}