Keys to Trust: Performance

a series on building trust

Having the capabilities of the job is really only half the battle. Much like knowledge isn’t power without action, having the skills doesn’t get you any closer without performance backed results. Everyone is skilled in their own respective areas but not everyone performs to the levels needed to build trust.

Keys To Trust Performance

Performance in Trust

Michael Jordan was cut from his high school basketball team. Surely by now you’ve heard this story a few dozen times. Jordan didn’t take no for an answer. Daily he worked on his game, practiced shots and dribbling, never giving up on his dream and the love of the game.

Jordan was obviously talented, he possessed amazing skills on the court, played over the course of many seasons that garnered him a lot of experience, and had an insane knowledge of the game and his opponents. But what set Jordan apart was not any one of those things alone. His performance on the court showcased his skills, unearthed the knowledge he possessed, and proved over and over again that he learned from every experience before him.

Much like Jordan, leaders who are trying to build trust cannot rely solely on their abilities, knowledge, or experiences. They have to take action to standout. Performance is taking your capabilities and putting them into action, proving what you are capable of and also showing that you are keeping your word.

Leaders have to have trust to lead effectively. As John C. Maxwell says, “he who thinks he leads but has no followers is only taking a walk”. Without trust you are not going to have true followers. Sure you may have a team that is responding to your position or authority, but I promise they are not going to perform at their optimal level.

Performance Based Trust

When on the court, Jordan displayed his trust in his team. Although he was an amazing player who single handed could have taken on several players, Jordan was a team player. Air Jordan was known for his dunks, but he also had a large number of assists in games. He saw that success for the team came from the trust they had in one another, not one person.

Think of any stellar sports team and you will find an immense level of trust. It takes trust to build performance and performance to build trust. Our organizations are no different, we sometimes forget that it is about more than numbers, it is really about people. Without people, there is really no purpose for any organization. People have to buy the goods or services and other people have to provide them.

People Want to Perform for People They Trust

In Simon Sinek’s Leaders Eat Last, Sinek discusses endorphin, dopamine, serotonin, and oxytocin, the “feel good” chemicals that our bodies release. People who gain compliance through power and authority have no trust, they simply get the person in their chair but their heart is far away. Without a why to drive them, people fail to perform. First give your team the why so that they can build trust and then perform for you. Trust me, it is a win-win for all involved.

Question: Building trust is not easy. What will you do this week to work on taking action within your skills, knowledge, and experiences? You can leave a comment by clicking here.



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