Getting employees to enthusiastically follow when everything is going smoothly and the sun is shining isn’t necessarily difficult. However, I believe we often ponder over how challenging it is to lead when circumstances are reversed. When there’s a storm brewing. But is it really so? Have we simply overlooked doing the groundwork – building a trust-based culture?

I dare say that there’s no need for any other keys to successful leadership in a more demanding climate. Not even in more negative change processes such as reorganizations and downsizing processes!

Even in adversity, leadership is about working towards a culture of trust where we create conditions for everyone to be able to, want to, dare to, and understand how we can contribute and engage in what lies ahead.

What is needed is for you as a leader to simply have done your foundational work as a leader before the storms start – you need to have spent at least 20% of your actual time on trust-building activities to build a trust-based culture!

So, honestly, dear leaders, have you done the following to create a trust-based culture:

1. Regular conversations with your employees where you manage expectations regarding what you appreciate in their performance and personality, as well as what needs to be developed
2. Found out what needs your employees have to contribute in the best way to desired change?
3. Transparently informed about everything, all the time?
4. Received feedback on your leadership and actually developed your leadership?
5. Received input and had dialogues with your employees on how you can become even better together?
6. Shared the word and created opportunities for participation – giving everyone the opportunity to contribute with knowledge and opinions (even those who take up the least space)?
7. Highlighted good examples and behaviors (which make it easier for others to do the same)?
8. Shared (personal) failures and understood the value of turning this into lessons?
9. Ensured that you work to maximize each employee’s individual development. So that they are even more employable when they leave your team than when they started?
10. Genuinely tried to get to know each person in your team so that you can facilitate co-leadership in the best possible way?

Do you have a score of 10 out of 10? Congratulations – your culture of trust will weather any storm!

Read more here about how we supported a customer in transition.

Do you need support, encouragement, or inspiration in managing a downturn, reorganization, and/or downsizing process? I’m happy to offer you a coffee and discuss further how we can help you build a trust-based culture.

Lena