Mutual trust is at the heart of great career conversations
At a Leadership Coaching Clinic we ran recently, my partner Suzie Marsden and I took the opportunity to ask attendees about their biggest hurdles with having meaningful career conversations. We challenged them to think of themselves as leaders in the conversation, and also as employees.
Aside from the expected hurdle of time, TRUST emerged as a common theme from both the leader and employee perspective, even though the word TRUST wasn’t specifically mentioned.
From the POV of employees we heard; I am afraid my manager will judge my ideas; is it safe to say I don’t want to stay here (in this team, organisation)? Who else will he/she tell if I share my thoughts openly? Will I be disadvantaged if I am honest?
As leaders in the conversation, we heard; I suspect my team members aren’t sharing their full story; I’m not sure I can fix their issues; I don’t know if I have created a safe space for the conversation.
So what is to be done to create that sense of mutual trust, where career ideas and aspirations can be discussed openly and freely?
I believe we need to think about this from a simple human to human perspective. How do we build trusted relationships in general?
We devote quality time to develop mutual understanding;
There is a sharing of ideas, view points and constructive challenge;
We are empathetic, judgement-free and willing to be vulnerable;
We have each-others’ backs and can rely on each other to do what we say we are going to do
Trust doesn’t grow in a vacuum, or in a rush. There are no short-cuts. So it’s up to you as a leader to create that all-important safe-space. I have five top tips:
Devote the time. Easier said than done, I hear you say! And yes, when the days are crammed - how do you fit in more meetings? One idea I love is to devote every third one-to-one catchup to focus purely on career and development, rather than trying to tack it onto the end of a BAU discussion, where it’s often rushed. No need to squeeze another meeting into the diary!
Be absolutely present. Free yourselves from all other distractions. Meet somewhere away from phones and devices - or even go for a walk leaving phones behind.
Stay curious, unhurried and open, (so that your team member does 80% of the talking!). Over time this will empower them to take the lead. They are the ones that need to come up with the plan, not you! Your curious, open questions will help them find their path and actions.
Eliminate the potential elephant in the room and proactively share with them that it is ok if their next step is away from the team/out of the organisation. Keep reiterating this.
And finally, at the end of each conversation agree what the actions are, (make a note of them afterwards), and hold each other to account to complete them. This will reinforce the belief that you are committed and in their corner.
Over time, your career conversations will flourish and head off in all kinds of interesting directions. It will be fascinating and fun too!
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