Designing leadership styles cooperatively: control is good, trust is better!

In addition to authenticity, persuasiveness and credibility Trust the most important asset of leaders to win over employees. Managers in particular should be aware of the Significance so be very aware of relationship.

"When top managers lose their trust"

The more reliable and correct yourself Executives behavior, the higher their credibility and the more trust their employees have in them.

Managers are in the spotlight in this regard. "The reputation of Companys and their top managers is the most valuable asset they own. The reputation determines the goodwill, the attractiveness as an employer, the international competitiveness. It takes years for a good reputation to be built up and it can be lost in a few moments. "This is the conclusion of Andreas Nölting in his article"When top managers lose their trust". https://www.springerprofessional.de/reputationsmanagement/corporate-social-responsibility/wenn-topmanager-das-vertrauen-verspielen/12180766

... the trust of the employees in leadership quality is dwindling

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Nölting rightly puts the following Ask: “But why do many entrepreneurs or managers overdo it so much? Why are there so many managers who, with their greed or the immoral Behavior fail to live up to their responsibilities as top managers?”

He cites three examples, including Anton Schlecker. It is not always the large - albeit media-effective - bankruptcies that destroy trust in companies, their management and executives. Much more dramatic are the countless individual cases in small and medium-sized companies, but also in individual business units and departments of large corporations, which dramatically reduce the confidence of employees in the leadership quality.

Trust is the prerequisite and basis for mutual success.

When leading agile teams, whether in SME or in large corporations, trust is a key criterion. successful Guide wins through a high level of trust. It is important to take everyone with you when it comes to trust.

A culture of trust does not work if only individuals live it - even though role models can, of course, do a great deal in the longer term. A key question at this point is: What is important every day for building and maintaining the trust of, with and to business partners, colleagues and employees?

Does trust make control redundant?

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The importance of trust as relationship level from person to person is undoubtedly high. Reinhard K. Sprenger puts it in the book "Well positioned, football strategies for managers" (2008 Campus Verlag, Frankfurt / Main) in a nutshell: "Trust is safer than any security measure. Trust controls more successfully than any control system. Trust creates more value than any value-adding management concept. "

Which is not to say that trust every Control makes superfluous. The risk of abuse would be far too great – after all, not everyone knows how to deal with the freedom of absolute trust. Ultimately, it is and remains a tightrope walk between trust, on which of course clear the focus lies and the need to control - depending on the respective manager and the respective employee or Team.

Trust and control - that's what science says

The Swiss trust and organization researcher Antoinette Weibel explains this in one Interview on hrtoday.ch : "A system of trust does not work without controls, if only because free-riders otherwise have easy play (...). In addition, control also helps detect flaws early and provide assistance. "

For me it is clearly part of the job, in many areas even part of it mandatory of the manager, also to control - the decisive factor here is the way and the "how much". And this is exactly what mutual trust contributes to.

Good relationships are the cornerstones in companies for success.

“The air at the top is not only thin but also cold. Employees meet their superiors with a certain Distance. This is the other side of the tunnel vision that we like to accuse our top managers of: With increasing decision-making power of the bosses, the distrust of the workforce against “those up there” grows.” According to Alexander Gutzmer in his manager magazin article “Who the bosses trust".

Of course it would be nice if between People trust would arise automatically and spontaneously, but it is not that simple. Even if managers, entrepreneurs and executives can do something: create beneficial and trusting working relationships yourself, promote a friendly working atmosphere (for Boy Job seekers important criterion for the Choice of the employer) as well as positive social relationships, all this of course also influences the work attitude, the work behavior and the performance of the employees.

To go in advance

Trust is an indispensable prerequisite for beneficial working relationships. Leaders should, because of their position of power go in advance, so calmly take the first step towards building a trusting relationship. give trust act her as a role model. Walk independently of the other person's position Honestly and openly with each other, allow controversial discussions and sometimes talk about private matters, they become more assessable for their employees. All of this increases trust, as does a good feedback culture: How will Criticism uttered, the thing is considered separately from the person, is the Executive not resentful and looking ahead? Are values ​​worked out jointly by employees instead of “from top to bottom” via Email distributed, trust lives in the company.

Anyone who is suspicious need not be surprised if suspicion strikes back. This mistrust is often expressed in the form of increased controls, even a downright control obligation. Instead of letting go, we still want to put “our stamp” on the whole thing. We are familiar with situations like this from our work environment as well as from families. In either case, it is not a good basis for building and maintaining trust. It's kind of complicated: once we've built trust, we can relinquish control. But without a minimum of control, many people cannot build trust at all. Therefore: control is good, trust is better.

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