Platoon

In this book, trust is defined as “one’s willingness to be vulnerable to another based on the confidence that the other is benevolent, honest, open, reliable, and competent.” (page xiii) The author recognizes that trust is complex and dynamic. She views trust as the “lubricant” that greases the machinery of the organization. Trust is particularly important where parties are interdependent, or the “interests of one party cannot be achieve without reliance upon another.” In schools “teachers and principals are

Trust is the output of your behaviours and actions of you as a leader and it either builds or erodes over time. Ineffective leaders often don’t get this element of their personal accountability. Importantly, if you don’t build trust and mutual professional respect you cannot be an effective horizontal matrix leader. You must also assume good intent of your team and business partners rather than suspicion and derision so when something does happen (and it will) you are showing empathy in your own relationships by seeking to understand instead of becoming emotional and seeking to assign blame. This is something each of us need to make one of our personal management habits.

Lack of communication can cause distrust and damaging relationships. One way to build trust is through communication. Keeping team members and employees informed about company policies and decisions is beneficial my organization’s success (Kinicki & Fugate, 2016). Various forms of trust include contractual trust, communication trust, and competence trust. Trust enables a feeling of safety while decreasing in counter-productive behaviors (Chaneski,

According to Harvard Business school professor Amy Cuddy along side fellow psychologists Susan Fiske and Peter Glick in the book, “Presence” that says people quickly judge you on two criteria when they first meet you: 1) Can I trust this person, and 2) Can I respect this person. Per Dr Cuddy, “"From an evolutionary perspective," Cuddy says, "it is more crucial to our survival to know whether a person deserves our trust. It makes sense when you consider that in cavemen days it was more important to figure out if your fellow man was going to kill you and steal all your possessions than if he was competent enough to build a good fire. ”The foundation of all relationships, especially in business, is trust. To build teams with a common goal a trustworthy leader can have greater influence and effectiveness to the commitment of the team goal. Trust leads to better communication, ability to inspire, influence, and create real change. One of my personal greatest challenges is working on trusting others. If I as an individual am seeking the trust of others, I myself, must learn to trust others first in order to become a highly effective leader.

To establish trust means to be willing to learn from others. We need meaningful interactions with others to provide us with a platform to cultivate positive relationships, build an identity, challenge beliefs, and develop the skills necessary to succeed. Stanley (2012) states, “you will never maximize your potential without coaching,” (p. 103). Unfortunately, many leaders operate in a world of isolation, where learning from others is a sign of weakness; however, isolation is not conducive to

“In cultures in which business is based on trust, the personal relationship must be established before any business discussions begin” (MacEwan, 2015, p. 156). Building trust in a relationship at the very beginning is important because it sets the framework for the relationships entirety. When both parties trust one another and take each other’s best interests into consideration, the relationship is far more likely to end positively and be successful.

As we assembled in our platoon sized huddles to receive the information, the plane began to fill with groans from some areas and cheers of excitement from others. 1SG Maurin had put out that one platoon would be leaving immediately to man Combat Outpost (COP) Spera further up in the mountains in a remote valley near the Pakistan border. My gun squad was attached to the line platoon that would be going to the COP first. In my research that I had done in an attempt to educate myself on the conditions I would be residing in, I had seen pictures and videos of fire fights at these remote COPs. From what I had seen, it was the Wild West re-incarnated. The C-130’s intercom screeched for a moment before we heard a voice come over saying

Having the respect to consider, learn, and care for your own boundaries, and then the boundaries of others is crucial for trust to begin to grow. This holds true for every other component of trust as well.

When starting in a new environment (i.e. Atlanta Braves) where many of their staff are established and well known in the office there is a barrier that an individual has eliminate to start the development of trust. However, for new, entry-level employees like myself, we must build rapport and trust with everyone, not just in one particular office (marketing), but with everyone that an individual (I, myself) will come into contact with. Even after building relationships and having open conversations with new co-workers, the component of trust has to be proven. Some of the ways to bring trust to the work environment is by taking some simple steps. Some of the steps to build trust are: keeping promises to co-workers when asked to collaborate on projects, help solve marketing and promotion problem when a co-worker ask for help, and being able to adapt to any situations within the office that might arise. By displaying these traits, it will help increase one’s reputation as a loyal

Organizations that have personnel that trust each other are more likely to achieve. Furthermore, an organization cannot prosper if the leader is not trustworthy because he or she will have massive complexities in ascertaining any trust with his or her fellow colleague. Trust is extremely imperative for an organization as it enlightens the leaders or staffs structural performances such as their management, moral performance, collaboration, objective setting, and functioning evaluation. Furthermore, for a leader the abuse of power is a major issue and temptation. The keys to avoiding abuse of power are feedback from God and from the followers, along with sharing power.

Cross-functional teams have a solid understanding of what they are to accomplish and they also has a variety of specialties. One can gain trust through communication, support, respect, delegation, fairness, predictable and competence. Managers can build trust through communication by keeping team members and employees informed about policies and decisions that are accurate. Showing support to team members by being helpful, approachable and available is building trust. Trust can also be built by respecting authority decisions making. Also trust can be built by being fair, giving credit and recognition to those who deserve it. Another guide of trust is predictability in the arrangement of daily affairs. The competence guide of trust should

To counter this challenge, I am trying to learn to trust people and follow my personal values and beliefs. I realize that creating a climate of trust, letting people taking control of the situations, allows them to contribute more into their job and increase the collaboration within the team. Kouzes & Posner (2002) states that to become a credible leader you have to learn to express yourself in ways that are uniquely your own (p.5/6), as you cannot lead thorough someone else’s values.

The SFC is also known as the Platoon Sergeant. This person has 15-18 years of military experience. This person is expected to bring not only experience, but also accurate decisions to the field all while keeping the best interest of the mission and soldier at heart. The term “Platoon Sergeant” is a duty position, not a rank. Staff Sergeants are generally under a Sergeant First Class and assist the SFC in any way needed.

Our responsibilities as leaders begin with guiding your employees by taking them under our wings and help them understand their own value and how that value is related to the prosperity of them and the organization. This concept can be accomplished by implementing and building confidence in the employees. Confidence, will give the employee the courage to believe in their own values, each other’s and to believe in the organization. Confidence can help them find their abilities and capacity to do more with what it is available at the moment, it can also strengthen team building and values among themselves. Building trust is important to the organization and should be conducted by between management and employees in the regular basis. This can be accomplished by doing something for them without asking for anything in return. Trust, will trust you more as their manager is they see and feel that they are being taken care of without unnecessary favors or extra labor. Establishing mutual and positive trust between management and employees will create great relationships and good employee morale.

(3) A second dimension of the leader-follower relationship is explored by Dirks (2001). According to Dirks, “trust” plays an important role, influencing the level of team importance. What is trust (distrust)?