{"id":15,"date":"2022-12-04T15:59:20","date_gmt":"2022-12-04T15:59:20","guid":{"rendered":"https:\/\/wesleys.uk\/latest-news\/?p=15"},"modified":"2022-12-04T15:59:20","modified_gmt":"2022-12-04T15:59:20","slug":"nurturing-trust-as-a-cornerstone-for-ministry","status":"publish","type":"post","link":"https:\/\/wesleys.uk\/latest-news\/2022\/12\/04\/nurturing-trust-as-a-cornerstone-for-ministry\/","title":{"rendered":"Nurturing Trust as a Cornerstone for Ministry"},"content":{"rendered":"<p>When people trust their leader, they\u2019re willing to undertake change even if it scares them.<br \/>\nWhen they don\u2019t feel that trust, transition is much less likely to occur.<\/p>\n<p>The good news is that you can build trust, the bad news is that it takes time.<\/p>\n<ul>\n<li>Do what you say will do. Don\u2019t make promises you can\u2019t or won\u2019t keep. Mostly people\u2019s mistrust has come from the untrustworthy actions of others in the past.<\/li>\n<li>If for any reason you cannot follow through on a promise, warn the person as soon as the situation becomes clear to you, and explain the circumstances that led to your failure to do what you promised.<\/li>\n<li>Listen to people carefully and tell them that you think they are saying. If you have it wrong, accept the correction and revise what you say. People trust most the people whom they believe understand them.<\/li>\n<li>Understand what matters to people and work hard to protect anything that is related to what matters to them. People trust those who are looking out for their best interests.<\/li>\n<li>Share yourself honestly. A lot of mistrust begins when people are unable to read you. And remember: while hiding your shortcomings may polish your image, it ultimately undermines people\u2019s trust in you. Admitting an untrustworthy action is in itself a trustworthy action.<\/li>\n<li>Ask for feedback and acknowledge unasked-for feedback on the subject of your own trustworthiness whenever it is given.<br \/>\nRegard it as valuable information and reflect on it.<br \/>\nFeedback may be biased, and you don\u2019t have to swallow it whole. But check it for important half-truths.<\/li>\n<li>Don\u2019t try to push others to trust you further than you trust them.<br \/>\nYou will communicate subtly whatever mistrust you are feeling, and it will be returned to you in kind.<br \/>\nTrust is mutual, or else it is very shallow.<\/li>\n<li>Try extending your trust of others a little further that you normally would. Being trusted makes a person more trustworthy, and more trustworthy people are more trusting.<\/li>\n<li>Don\u2019t confuse being trustworthy with \u201cbeing a friend\u201d.<br \/>\nBeing a friend for any purposes beside friendship is an untrustworthy act.<br \/>\nBesides trust doesn\u2019t automatically come with friendship.<\/li>\n<li>Don\u2019t be surprised if your trust-building project is viewed suspiciously. Asking people to let go of their old mistrust of managers (and of you in particular) puts them into a significant (and dangerous-feeling) transition. Their mistrust \u2013 justified or not \u2013 was a form of self protection, and no-one gives up self protection easily.<\/li>\n<li><strong>If all of this is too complicated to remember and you want a single key to the building of trust, just remind yourself, \u201cTell the truth.\u201d<\/strong><\/li>\n<\/ul>\n<p>Every hour mistrust continues makes transition more difficult to manage than it has been.<\/p>\n<p>&nbsp;<\/p>\n<h6><em>Taken from: Managing Transitions. William Bridges. Nicholas Brealey. 2003 (Available from <a href=\"https:\/\/www.abebooks.co.uk\/book-search\/title\/managing-transitions-making-the-most-of-change\/author\/bridges-william\/\">AbeBooks<\/a> or <a href=\"https:\/\/www.amazon.co.uk\/Managing-Transitions-Making-Most-Change\/dp\/1857885414\">Amazon<\/a> and your local bookstore)<\/em><br \/>\n<em>Photo by: \u00a0 <a href=\"https:\/\/unsplash.com\/@nonresident\">NONRESIDENT<\/a> on <a href=\"https:\/\/unsplash.com\/\">Unsplash.com<\/a><\/em><\/h6>\n","protected":false},"excerpt":{"rendered":"<p>Trust is an essential aspect of leadership.<br \/>\nWhen people trust their leader, they\u2019re willing to undertake change even if it scares them.<br \/>\nWhen they don\u2019t feel that trust, transition is much less likely to occur.<br \/>\nThe good news is that you can build trust, the bad news is that it takes time.<\/p>\n","protected":false},"author":1,"featured_media":16,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[3,4],"tags":[],"class_list":["post-15","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-leadership","category-ministry"],"_links":{"self":[{"href":"https:\/\/wesleys.uk\/latest-news\/wp-json\/wp\/v2\/posts\/15","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/wesleys.uk\/latest-news\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/wesleys.uk\/latest-news\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/wesleys.uk\/latest-news\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/wesleys.uk\/latest-news\/wp-json\/wp\/v2\/comments?post=15"}],"version-history":[{"count":3,"href":"https:\/\/wesleys.uk\/latest-news\/wp-json\/wp\/v2\/posts\/15\/revisions"}],"predecessor-version":[{"id":19,"href":"https:\/\/wesleys.uk\/latest-news\/wp-json\/wp\/v2\/posts\/15\/revisions\/19"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/wesleys.uk\/latest-news\/wp-json\/wp\/v2\/media\/16"}],"wp:attachment":[{"href":"https:\/\/wesleys.uk\/latest-news\/wp-json\/wp\/v2\/media?parent=15"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/wesleys.uk\/latest-news\/wp-json\/wp\/v2\/categories?post=15"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/wesleys.uk\/latest-news\/wp-json\/wp\/v2\/tags?post=15"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}