Leaders often urge their teams to “Trust the Process.” However, what can leaders learn when they sense there is hesitancy from their people and the path forward?
SHOW NOTES
Jason introduces Season 7 episode 46 of the podcast, Why is “Trusting the Process” so hard?. Welcome back to the podcast on corporate culture and leadership and thank you for listening. We engage thought leaders like CEOs, CFOs, managers, VPs, directors, and more for this podcast. We wish to create content that engages your mind and heart and allows you to step back and think and add some positivity to your life. We deep dive into today’s topic.
We can’t control everything but what we can control is our response. Still a lot of work to do but wanted to remind the audience what is within our control is the temperature we create in the organizations and teams we work with.
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If any of these topics are interesting to you please or you want a deep dive on any specific topics, please reach out to us at info@jasonvbarger.com
“You hear it all the time, trust the process… Let’s break it down a little bit.”
You hear it all the time, “Trust the Process”. This podcast episode discusses the challenges of trusting the process, especially when people are hesitant or uncertain in an organization. The speaker, Jason V Barger, explores the psychological factors that contribute to this hesitancy and provides strategies for building trust and overcoming it. He emphasizes the importance of communication, transparency, patience, and understanding in fostering trust among team members. By taking the time to build trust and helping people understand the process, leaders can increase their team’s buy-in and commitment to achieving goals.
The Psychology Behind Trusting the Process: Why It’s Hard and How to Build It
In the world of leadership and personal development, the phrase “trust the process” is often echoed (00:00:05). It’s a call to action, encouraging individuals and teams to have faith in the journey, even when faced with uncertainty or setbacks. However, trusting the process is easier said than done. There are psychological factors at play that make it challenging for people to blindly accept a path without clear visibility.
The Role of Trust
The first element to consider is the very concept of trust itself. Trust is not something that is automatically given; it’s earned through consistent actions and behaviors (00:07:02 – 00:07:40). In any relationship, whether it’s between a leader and their team, a parent and their child, or a coach and their athlete, trust is built over time through a series of interactions.
When leaders ask their teams to “trust the process,” they are essentially asking them to trust them as well as the plan they have laid out (00:03:12 – 00:03:19). However, building that trust requires more than just words. Leaders need to demonstrate their trustworthiness by following through on their promises, being transparent about their decision-making, and showing genuine care for the well-being of their team members.
Understanding the Process
Another reason why trusting the process can be difficult is that not everyone fully understands what the process entails (00:22:34 – 00:23:03). When a leader says “trust the process,” they often assume that everyone is on the same page and has a clear understanding of the plan. However, this is not always the case.
Effective leaders take the time to communicate their vision and strategy clearly and concisely (00:23:41 – 00:24:16). They break down complex processes into smaller, more manageable steps, and they make sure that everyone involved has a clear understanding of their roles and responsibilities. Without a clear understanding of the process, it’s difficult for people to trust that it will lead to the desired outcome.
Patience and Time
Trusting the process also requires patience and an understanding that change takes time (00:22:03 – 00:22:15). In today’s fast-paced world, we are often conditioned to expect immediate results. However, real, sustainable change often takes time, effort, and perseverance.
Leaders need to help their teams develop a growth mindset and an understanding that setbacks are a natural part of the process (00:22:10 – 00:22:33). They need to create an environment where people feel safe to take risks, learn from their mistakes, and keep moving forward.
Building Trust and Overcoming Hesitancy
So, what can leaders do to help their teams overcome hesitancy and trust the process? Here are a few key strategies:
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Communicate openly and honestly. Share information about the plan, the goals, and the potential challenges (00:13:16 – 00:13:39). Be transparent about your expectations and your decision-making process.
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Set realistic expectations. Don’t promise quick fixes or overnight success (00:15:02 – 00:15:23). Explain that the process will take time, effort, and commitment.
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Involve your team in the process. Ask for their input and feedback (00:15:23 – 00:15:39). Give them ownership of their roles and responsibilities.
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Celebrate successes along the way. Recognize and appreciate milestones and achievements, no matter how small they may seem (00:16:06 – 00:16:25).
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Be patient and understanding. People need time to adjust to change and to develop trust (00:21:07 – 00:21:25). Be supportive and encouraging, and don’t give up on them.
Remember, trust is the foundation of any successful team or relationship. By taking the time to build trust with your team and helping them understand the process, you can increase their buy-in and commitment to the journey ahead.
Questions to Ponder
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What is the trust that you want to invest in with the people around you?
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What is needed for you to better trust the process when you think about the people in your life or in your work? Is it a matter of needing to trust individuals better or trust the process, understand the process more or just trusting and allowing it to have time?
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Remember, everything takes time. If you don’t trust it may be it may be because you don’t trust the messenger. It may be the leader, it may be you don’t understand the process, or it may be that you’re too speed up and it’s hard for you to take the time to trust the time that it will take to follow the process and put 1 foot in front of the other.
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Please leave a review for the podcast It really helps the podcast to spread these messages out into the world. Please share this podcast with your organization, on your team, or in your life to help spread these messages. Thank you!
If any of these topics are interesting to you please or you want a deep dive on any specific topics, please reach out to us at info@jasonvbarger.com
Parts of this article were created using Ai and edited by humans.
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ABOUT THE THERMOSTAT
Conversations and micro-thoughts to engage your mind and heart.
A thermostat is proactive. It sets the temperature in a room. Controls the temperature. Regulates the temperature. But in today’s distracted, fast-paced and digital world, it’s easy for individuals and organizations to act more like thermometers, slipping into reactionary thinking, becoming scattered and inconsistent. The most compelling leaders, teams, organizations, families, or collection of humans of any kind operate in thermostat mode. They calibrate their mind and heart to set the temperature for the vision and culture they want to create. Jason Barger, globally celebrated author, keynote speaker, and founder of Step Back Leadership Consulting, is the host of The Thermostat, a podcast journey to discover authentic leadership, create compelling cultures and find clarity of mission, vision, and values.