This networking principle sets high-performing teams apart from others.
Practices that allow effective trust-building in teams often distinguish high-performing teams from their less successful contemporaries.
There are two forms of trust:
- Competence-based Trust — Trust that allows people to respect your opinion and insights, and want to learn from you.
- Benevolence-based Trust — Trust that is foundational to innovation and effective collaboration.
Without competence-based trust — trust that you are able to do what you say you can do — people do not value the feedback and insights that they receive from you and so they do not bother to share their ideas.
Without benevolence-based trust — trust that you have my best interests in mind — people are reluctant to put forth and debate new or different ideas and perspectives.
Energisers are people who create enthusiasm in part because they engage in a set of foundational behaviours that build trust. When you interact with an energiser, you don’t have to worry that you will be judged, dismissed, or devalued. Without a fear of rejection, it is easier to share fledgling ideas or novel plans — to innovate, take risks, and think big. Energisers create trust, but trust isn’t all that they create.
