The Importance of Trustworthy Leadership
Ask ten people to define leadership and you’ll get ten different answers. Yet most answers will contain a common thread. Most will define a leader as someone who takes responsibility for getting things done, inspires the best in others, communicates well, is trustworthy, emotionally intelligent, and focused on continuous self-improvement and growth. .
Recently, I spoke with Will Basta, co-founder and CRO of Mount Ecoma company that helps e-commerce businesses launch, operate and scale sustainable passive income on Walmart and Amazon, and asked him about his thoughts on leadership.
Honesty and Integrity
We often hear stories of companies that have been destroyed almost single-handedly by dishonest and greedy leaders. It was therefore not surprising that Basta ranked honesty and integrity as the most important qualities of a good leader.
“The way we honor and emphasize honesty and transparency impacts how our employees interact with our clients and investors. Integrity is very, very important. We set these standards for our people by living them ourselves, because you have to practice what you preach when leading your people,” says Basta.
As Basta points out, the principles of integrity cannot simply be “preached” or “barked” at your employees or at a collective. They must be experienced by everyone in the organization.
Basta uses the metaphor of the machine to explain how important each person who makes up the collective is.
“We are all human, and although some of us are in managerial or managerial positions, I think it is important for people who want to be great leaders to know that business is like a complex machine. with cogs and inner cogs,” Basta says. . “Just like a wristwatch, a bunch of components and parts work together to bring something to life.”
If even one of the parts of the machine is broken or missing, the machine will not work, or at least not work well. Too often, people in leadership positions dominate their employees and fail to treat them with dignity and respect. After all, even the leader is part of the grand architecture that makes up the complex whole of “the machine.”
The trust factor
When leaders don’t trust the people they are responsible for leading, they become micro-managers, not leaders. Sometimes there are legitimate reasons not to trust people because of their past actions or behaviors, but trust always starts with the leader.
If you hire the right people to do a job, but don’t trust them to do it, you have a broken system. Employees need to feel empowered to do the job they were hired to do, through training, support, and checks and balances. If you can’t let them fail, you can’t let them succeed either.
“You should hire great candidates, which means hiring people you can trust, and then TRUST them,” says Basta. “I’ve seen people in leadership positions try to micromanage everything their employees do, and it only leads to MACRO failure.”
It’s true. If you hire people to do a job, why not trust them to do the job they were hired to do, and if you don’t think they’re doing a great job, why did you hire them?
Being a leader is not about governing or dictating, but about being an influential and shining beacon of trust and integrity. Building morale is essential, and integrity, honesty and trust flow from the leader’s actions. Leaders who don’t trust their team and who can’t be trusted back can be successful in the short term, but not for long. Trust your employees, but first make sure you are trustworthy. Value the humanity in others and the roles they play in making your whole operation work at its best.