Why I Hire for Trust Over Skill

Valuing Trust Over Skill

Why do some teams, despite having all the skills, never succeed? And why do others, with obvious skill gaps, become wildly successful?

The fundamental key for these teams is that they are built on trust and collaboration.

Just bringing in a team of superstars isn't enough - they need to be able to share purpose and goals to be successful.

I know, because I learned the hard way. We had hired a person that we had worked with whose skills were stellar, their work was excellent, and their charm was undeniable. But I never, really, trusted her. But that's okay, right? I don'tneed to trust her, I just need her to do really good work for us.  

Mistake #1: I knew this person couldn't be trusted, and I overlooked that because I thought she would make our business money.

Some problems started brewing internally - we had some arguments over communication, how feedback was being shared, and willingness to contribute to non-project work. The external success for our clients was still there, but internally, our team dynamics were suffering.

So, there I was, at a crossroads. Do I part ways with someone who's a star performer but is corroding our team's culture?

Mistake #2: My decision then – a classic error in judgment – was to overlook the negative impact on our culture and hold on to this individual. I continued to involve this person in critical projects. That's when the real cost of my decision hit home. Inevitably, client engagements began to falter. It became evident that their commitment had shifted from our collective goals to personal ambitions.

The finale was as painful as it was eye-opening. By the time we pulled the trigger and separated, the damage was too far gone, and we lost a major client and hurt our brand in the process. From that moment, trust became my non-negotiable #1 criterion in hiring. It’s not just about what you deliver; it's about being a reliable pillar in our company's structure. Trust is the bedrock upon which everything else stands.

The Fundamental Nature of Trust

Trust is an elusive yet essential element in human relationships. It can be defined as the firm belief in the reliability, truth, ability, or strength of someone or something. This belief is not just cognitive but also emotional, encompassing faith in the integrity and benevolence of others. Trust has several dimensions, including:

1. Reliability Trust: Confidence that a person will act consistently and predictably.
2. Emotional Trust: The assurance that one can express emotions and vulnerabilities without fear of betrayal or harm.
3. Competence Trust: Belief in someone’s skills and abilities to perform tasks effectively.
4. Ethical Trust: The expectation that a person will act in a morally appropriate manner.

Psychological Underpinnings of Trust – How It's Built and Why It's Crucial for Relationships:

Psychologically, trust is built through repeated positive interactions that create a pattern of reliability and predictability. It's fostered by experiences that demonstrate empathy, understanding, and support. Trust grows when people feel listened to, valued, and respected. It's also strengthened by vulnerability; when someone exposes their weaknesses or fears and is not taken advantage of, trust deepens.

In relationships, trust is crucial for several reasons:

1. Foundation for Security: Trust provides a sense of security, essential for emotional intimacy and connection. It allows individuals to feel safe in sharing their thoughts, feelings, and dreams.
2. Facilitates Cooperation: Trust is the glue that holds relationships together. It promotes cooperation, as people are more likely to work together and support each other when they trust one another.
3. Reduces Complexity: In a trust-filled relationship, individuals don't feel the need to constantly monitor or second-guess each other's actions, reducing the complexity and stress in interactions.
4. Enhances Conflict Resolution: Trust enables more constructive conflict resolution. When trust exists, individuals assume positive intent in each other, even during disagreements, leading to healthier and more effective communication.
5. Promotes Emotional Well-being: Trust contributes to overall emotional well-being. It creates a supportive environment where individuals can grow and flourish.

Understanding its fundamental nature and nurturing it in all spheres of life can lead to more harmonious, productive, and fulfilling interactions.

Trust vs. Skill: What Should You Value?

Skill is undeniably vital in both professional and personal settings. Skills are the metrics by which people are often hired, promoted, and evaluated. They encompass technical abilities, analytical thinking, creativity, and interpersonal communication. What we tend to miss in skill assessment are the "soft skills" that help build trust, like emotional intelligence, communication, and problem-solving, which are crucial for navigating relationships and day-to-day challenges.

The Limitations of Skill Without Trust:

Skill alone is not a panacea. Its effectiveness is significantly diminished in the absence of trust. Here's why:

1. Reduced Collaboration and Teamwork: Lack of trust can lead to silos and resistance to collaboration, even among highly skilled individuals. Without trust, team members may be reluctant to share information, seek help, or support each other, which can hinder collective success.
2. Ineffective Leadership: A leader may possess all the necessary technical skills, but if their team doesn't trust them, their ability to motivate, inspire, and drive performance is severely compromised.
3. Impaired Decision-Making: In personal relationships, skill in communication and problem-solving is essential, but without trust, decisions made may not be respected or supported, leading to ongoing conflicts and unresolved issues.
4. Lack of Psychological Safety: Trust is the foundation of psychological safety in the workplace – a climate where individuals feel comfortable taking risks, speaking up, and being creative. Without trust, even the most skilled professionals may feel inhibited, fearing ridicule or retribution for mistakes.

Avoiding Toxic Loyalty While Promoting Trust

Building trust in the workplace is a delicate balancing act. It requires creating an environment where loyalty is appreciated but not if it crosses the line into being toxic. As leaders, understanding that trust doesn't mean expecting or encouraging toxic loyalty is key. Equally important is recognizing the need to balance business benefits with the well-being and interests of individuals. Trust should always be a two-way street, with both the organization and its employees benefiting from this reciprocal relationship.

Distinguishing Healthy Trust from Toxic Loyalty:

1. Healthy Boundaries: Establishing healthy boundaries is crucial. Trust within an organization should empower employees to be honest and ethical in their dealings, not pressure them into blind loyalty or the covering up of unethical practices.
2. Mutual Respect: Trust should be built on a foundation of mutual respect. This means respecting the personal values, boundaries, and professional aspirations of employees, and not just expecting them to align unquestioningly with the company’s goals.

Balancing Business Benefits with Individual Well-being:

1. Employee Well-being: While business success is important, it should never come at the cost of employee well-being. A trustworthy organization values its employees’ mental and physical health, work-life balance, and career satisfaction.
2. Ethical Decision-Making: Business decisions should be made ethically, considering the impact on employees, customers, and the wider community. This approach not only builds trust internally but also enhances the company’s reputation externally.

Making Trust a Two-Way Street:

1. Open Communication: Encourage open communication where employees can voice their concerns, provide feedback, and feel heard. This transparency builds trust and shows that the organization values their input.
2. Acknowledging and Addressing Concerns: When employees express concerns, especially about potential ethical issues or workplace culture, these should be acknowledged and addressed promptly. This responsiveness shows that the organization doesn’t just expect loyalty, but is also committed to maintaining a healthy work environment.
3. Empowering Employees: Trust is about empowering employees, not just expecting them to follow orders. This includes providing them with the autonomy to make decisions, opportunities for professional growth, and recognizing their achievements.
4. Leadership Accountability: Leaders should be held accountable for their actions and decisions. This accountability at the top sets a precedent throughout the organization that trust and ethical behavior are expected at all levels.

‍Trust in Team Dynamics

At the end of the day, I believe that skills can be improved, but it is harder to teach people to be trustworthy (if its possible at all). Trusting teams are more successful, because they can maximize the skills of every team member and be more effective as a group than they are alone.

Trust vs. Skill: How Trust Can Compensate for Skill Gaps in Teams:

1. Compensating for Skill Shortages: In scenarios where a team may lack certain skills, trust can act as a buffer. High-trust teams are more likely to share knowledge and support each other’s learning, helping to bridge skill gaps.
2. Leveraging Diverse Strengths: Trust enables teams to leverage the diverse strengths and skills of their members. When trust exists, team members are more likely to acknowledge and utilize each other's unique abilities, even if they differ from their own.
3. Encouraging Development: Trust fosters an environment where team members feel safe to take risks and develop new skills. This supportive atmosphere can lead to accelerated learning and skill acquisition.

Strategies for Building Trust Within Teams:

1. Foster Transparent and Regular Communication: Encourage open dialogue about team goals, challenges, and successes. Regular, honest communication builds trust by ensuring everyone is on the same page and feels heard.
2. Create Opportunities for Team Bonding: Facilitate team-building activities that help members get to know each other on a personal level. Stronger interpersonal relationships can enhance trust.
3. Lead by Example: Team leaders should demonstrate trustworthiness through their actions. Consistency, honesty, reliability, and openness are key traits that leaders should embody to foster trust.
4. Encourage Mutual Respect and Recognition: Create a team culture where mutual respect is the norm. Recognize and celebrate the contributions of all team members, which reinforces the value of each individual’s input.
5. Promote a Safe Environment for Risk-Taking: Encourage team members to take calculated risks and experiment without fear of undue criticism. A safe environment for risk-taking fosters trust and innovation.
6. Manage Conflicts Constructively: Deal with conflicts in a timely and constructive manner. Resolving conflicts fairly and transparently can strengthen trust within the team.
7. Clarify Roles and Responsibilities: Clear delineation of roles and responsibilities avoids confusion and builds trust. When team members understand their roles and the roles of others, they are more likely to trust in each other’s abilities.
8. Offer Support and Resources: Provide team members with the support and resources they need to succeed. This shows that the leadership trusts them and is invested in their success.

By focusing on these strategies, teams can cultivate an environment where trust is as valued as skill, leading to enhanced cohesion, performance, and overall success. Trust in team dynamics is not just about feeling good; it's a practical approach to achieving remarkable results.

Hiring for Trust: Strategies and Characteristics of Trustworthy People

Hiring for trust involves identifying and selecting candidates who not only have the required skills and experience but also demonstrate qualities that signify trustworthiness.

Key Characteristics to Look For in Trustworthy People:

1. Integrity: This is the cornerstone of trustworthiness. It means having strong ethical principles and sticking to them, even when it's inconvenient or difficult.
2. Reliability: Trustworthy people are consistent and reliable. They keep their promises and follow through on their commitments.
3. Honesty: They are honest but tactful. They speak the truth and are transparent in their actions and intentions.
4. Empathy and Respect: They show understanding and respect towards others' feelings and perspectives. Empathy builds relational trust.
5. Openness and Vulnerability: They are open to sharing their thoughts and are not afraid to admit mistakes. This vulnerability fosters trust and human connection.
6. Good Judgment: Trustworthy individuals demonstrate good judgment and decision-making skills, especially in complex or difficult situations.
7. Positive Track Record: They have a history of positive and ethical behavior in professional and personal settings.
8. Accountability: They take responsibility for their actions and decisions and are willing to be held accountable.
9. Emotional Intelligence: High emotional intelligence is often a marker of trustworthiness. It signifies an ability to understand and manage one's emotions and to empathize with others.
10. Communication Skills: Effective communication is a key trait of trustworthy people. They communicate clearly, listen well, and are open to feedback.

Is trust slowing you down? Contact us and Let's talk about it.