If you say you’re going to do it…do it
If you didn’t do what you said you’re going to do…own it
If there were barriers that keep you from doing it, communicate that, once barriers are removed, if possible …do it
If you don’t know how to do it, ask for help, then do it
In my previous blog we looked at the competency of trust, or trustworthiness. What is trust and how do we develop, earn, and keep it. Trust, in all areas is vital, but our research respondents shared that when working in a remote or virtual context is foundational to effective communication and collaboration.
That being so, what kind of interview questions will help identify the level of trustworthiness evidenced in the lives of the candidates. Here are some suggestions to get you started.
1. Describe a time when you needed to earn the trust of others.
Listen for humility in the answer. Did the candidate take the responsibility to earn trust vs depending on a position to demand trust.
2. Doing the right thing doesn’t always result in a win. Tell me about a time when you experienced a loss for doing the right thing in order to preserve the trust of others.
Listen for values, for the candidate to be more concerned with retaining trust (vs fav our), than potential reward or recognition.
3. Based on your values, is there any circumstance in which it is justifiable to break a professional confidence?
The answer to this can be both easily identified, and challenging. You want the candidate to acknowledge the seriousness of breaching a confidence; however, you want them to also recognize the fact that certain lines of ethics and legalities warrant the risk of breaking a trust in order to do the right thing.
4. Tell me about a time when you were given credit for something a co-worker did. How did you respond?
This question gets to the heart of meritocracy. Listen for reflections on the importance of giving credit where credit is due, for responses that reflect a level of trust where co-workers know their team mates will be their greatest champions.
Trustworthiness…growing the competency.
I grew up in Ireland. We lived in a town called Bangor and loved to visit grandparents in Annalong, a small fishing village. What I loved about both places was the location…right on the Irish Sea. I loved the smells, sounds, sights, and yes, the feeling of that sea salt on my lips and skin. Even now, years after immigrating to Canada, every chance I get I head to the ocean. It’s my place of refreshment, rejuvenation, and reflection. However, I have a very healthy respect for the power of the sea and the need for warning signs that both guide sea faring travellers, and bathers. Warnings that can be relied on, depended on, warnings that are constant. I think often of my grandfather sharing how he would stand at the Annalong Harbour watching for my uncle to return home after a fishing trip. At times the waves were so big, vessels would disappear from view, being tossed by the rise and fall of the sea.
For years, before the use of electronic navigational systems, sailors depended on the beacon of a lighthouse to guide them to shore, steering them away from being dashed
against treacherous coastlines and hidden rocks. They knew they could trust the lighthouse, that it was reliable, constant, a lifeline to guide them into the safety of the harbour.
Trust…a ‘thing’ we base a belief on…an action we employ when expecting people to do what they say they will do. Respondents to our research reported that trustworthiness, was a competency critical to success in the remote world. To be sure, trust is critical in all work contexts, but they suggested that in a virtual environment it becomes even more important. Sadly, many people mistake presence for progress.
Trust can be earned, and lost. Many books have been written on the topic; countless articles and blogs tout its’ value. But how do we develop it? How do we preserve it? If lost, how do we earn it back? I would offer the following three simple actions:
- If you say you’re going to do it…do it
- If you didn’t do what you said you’re going to do…own it
- If there are barriers that keep you from doing it, communicate that; once barriers are removed, if possible …do it.
- If you don’t know how to do it, ask for help, then do it
Ok, so not so simple! However, if you want to be a person worthy of trust you need to own it, preserve it, and value it. Are you a trustworthy person? If you’re not sure, ask those you work with, your family and friends, if they view you as a person they can trust. Warning, only ask if you are willing to act on what they tell you!