You’ve selected “Bottom Right” as your response. We assume that you have a high level of communication and alignment as it relates to the question you were just asked. However, it appears that trust and win/win intentions are not where they could or should be. Trust is the foundation of healthy relationships and speaks to the very heart of Walther Farms. Without trust, we open the door for doubt, self-defeating behaviors and thoughts, and quite possibly, some unhealthy conflict.
If you find yourself feeling like you’ve lost some trust in your peers, your leaders or Walther Farms, please do not allow these feeling to linger. It is imperative that you take ownership of the things you can control in this situation. What does that mean? Do some self-reflection. Ask yourself why you feel that trust is low in this situation. Do you feel that a decision was made with poor intentions? Has this situation occurred in the past with negative outcomes for you? That’s an example of the “I’ve heard that before” scenario. You need to understand why YOU feel the way you do about the situation or person involved. Once you know that, you can move on to the next step… figuring out how to establish trust.
If your concern is not with a person and is with a specific decision, course of action, or other plan…you could simply try to have someone explain to you why and how those specific decisions were made, how we’ve gotten to where we are. As long as you have an open mind going into those types of discussions, you just may learn something you didn’t expect.
If your concern is with a person. This can be a bit more challenging, but you can still take action to improve the situation. After you’ve examined your own actions, you need to ask yourself why you do not have trust for the person or persons involved. You need to be brutally honest with yourself at this point. What is it about this person that makes you not trust them? Do you have a past history that has led to this belief? You now have a choice to make as a both an individual and as an employee…are you willing to forgive the person for their past actions and are you willing to give them a second chance? We recommend that you talk with the individual and be open with your concerns. Explain why you feel the way you do. You may find that that the other person wasn’t even aware that they’ve done something to offend. In the end, trust is earned and you must make a choice to trust others. Making that choice and developing trust in others will allow you peace of mind and will result in healthy relationships with others. Don’t forget your part in this…you must earn the trust of others around you.
We recommend that you read the book “The Five Dysfunctions of Team” for further development in this area. “The Five Dysfunctions of a Team” outlines the root causes of politics and dysfunction on the teams where you work, and the keys to overcoming them. Counter to conventional wisdom, the causes of dysfunction are both identifiable and curable. However, they don’t die easily. Making a team functional and cohesive requires levels of courage and discipline.
If you would like to speak to someone outside of your workplace, please feel free to contact any of the Team members listed below. Your conversations will remain anonymous if you wish. We look forward to hearing from you and helping you get “Top Right”!
Chad Cottingham, Director of Community & Employee Relations @ (269) 506-0691
Johnny Honaker, Chief of Service Operations @ (269) 535-6118