Trust and Honesty: Today's Managers New Priorities

Technical skills and extraordinary intellectual abilities surely help in the making of a good leader. However they alone are not enough. Many studies have proven that "soft" skills and emotional intelligence also play a great role in turning a manager into a great leader. Some of these skills include self-awareness, self-regulation, motivation, empathy and social skills, but we should not forget elements such as trustworthiness and honesty, that are sometimes unjustly underrated.

At work and in life in general, people trust those who have their best interest at heart. Taking some time to share honest and constructive observations on a colleague's behaviour could have a positive impact on the work environment. Feedback raises the awareness of the consequences of someone's behaviour and proves that the other person genuinely cares about him or her, especially when it doesn't appear on performance review or the supervisor has not been informed. Sometimes people are not perfectly aware of their strength and weaknesses, therefore an external and objective feedback can help them notice any weak sport and work for improvement.

If such model of informal and non-judgmental dialogue between colleagues is entwined to the organisation culture, it can lead to a new level of trust and respect between colleagues and an honest and cohesive work environment.

It's thus in the best interest of managers to support an honest and constructive collaboration between employees at the workplace, since a committed and cohesive workforce is a more productive workforce. We think that a manager with well developed "soft" skills will be probably the most indicated at starting and promoting this process among the employees, leading to even better results for the company.
Because we think that business success is achieved through people.

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