Maximize RoM by Creating Trust

Why should I care about trust when I’m trying to maximize my return on minute? Isn’t RoM about time management tips?

Finding your Return on Minute is so much more than that. Return on Minute is about delivering value into each minute, each hour, each day. In some cases, that’s time management, but it also encompasses freeing up time for you to pursue the things most important to you.

The Trust/Value Equation

It’s well researched that organizations with a high trust quotient see its leadership perform better, deliver greater business results, and has a higher employee retention rate.

91% of people globally recognize that trust affects their performance at work.
59% percent of people say they are most willing to share private data with brands they trust.
#1 reason people around the globe want to work for an organization is trusted leadership.

It’s also well documented that without trust, leaders and organizations fail—and a lack of trust is an organizations biggest expense. Where there is low trust, everything takes longer and costs more. As the saying goes, “Time is money.” By building a high trust organization then it stands to reason that where the mission and priorities aligned, the people feel empowered and engaged then that enables a foundation where projects take less time and frees you up to focus elsewhere.

How to Create a High-Trust Organization?

A study from the Trust Edge Leadership Institute’s 2022 Trust Outlook found that more than 45% of Americans report rarely having had an employer they could fully trust, and only 13% of people completely trust their current employer. As with many things, it is easier said than done. There are three core components to begin this journey.

Compassion

People put faith in those who care beyond themselves. It creates an environment of psychological safety which leads to trust. Compassion is non-transactional, and exhibiting compassion is compounding. It can, and dare I say should start at the first interaction you have. Take for example my recent experience interviewing with a gaming company – an industry not well known for inclusion. Near the end of the interview the leader asked me, “What would you need from me to be successful?” This was our first conversation, but I was already a fan.

Consistency

People love to see the little things done consistently. We tend to trust others based on their actions and ourselves on our intentions. Consistent behavior on your part as a leader, ensures that those around you know what to expect and how to behave. This core tenant isn’t about you as much as it’s about honoring and respecting those around you. Remember, trust is built over time and broken in a single moment.

Competency

This tenant is foundational. People want to know that we can do our job and the promises we make to our team. That’s not to say mistakes won’t be made. Mistakes are human and relatable. However, a competent leader inspires confidence and that encourages others to follow them.

Employing these core competencies takes daily practice and ultimately pays off big dividends. By modeling these behaviors, you begin to build a trustworthy organization creating a virtuous cycle that creates greater team satisfaction, which leads to greater operational excellence, which leads to confidence in your people, which leads to greater focus for you as the leader to spend time on the things that you value most and a greater Return on Minute.