Can you trust them

Take the time to sincerely say to another, "Thank you, I really appreciate your efforts," or to a group, "Thank you for attending today's presentation. I appreciate your time and attention. Expressing to others that you value their time is important to show you understand their busy days. Audience members — especially skeptical ones — need to hear why you're an authority on your topic including your name and title, relevant training or certifications, years of experience, and any publications, she says.

Does your message save them time, reduce costs, improve productivity, boost profits, increase market share, or save lives? Tell them why they should care and how they will benefit. You're not just 'doing your job' or serving as a 'mouthpiece' for the message, you really care," Price said. Price recommended sharing a brief personal story, if appropriate, on how the subject has affected your life or why it's important for you.

Don't forget to say this statement in particular with a tone of empathy and support, Nicolai added. When possible, be sure to include concrete, quantitative studies, surveys, or data to support your message. This phrase "carries a sense of trust and credibility by letting others know that you have their best interest in mind and are in standby to jump in at any moment," Nicolai said. Paradoxically, there must be at least a little trust in order to discuss its lack and make attempts to rebuild it, while if the loss of trust remains unaddressed, the relationship will grow more and more distant.

Trust is often related to leadership and power, but it is not a given. To be effective, a leader must earn the trust of his or her constituents to ensure their participation and allegiance. Yet even trust that is earned can be quickly lost and cannot be quickly regained. If members of a team or relationship lose trust in each other, it takes a great deal of work to restore it.

People are not quick to reinvest in a relationship where trust has been broken. They generally move on. Since trust is so important in both working and personal relationships, how can we monitor it, build upon it and heal it when it becomes frayed? It is useful to view trust as a natural response to certain qualities in a person, group or organization, and the absence of these qualities will diminish the level of trust. These qualities are:. All of these qualities contribute to the degree of trust people have for each other.

If you are feeling a shift of trust in a relationship, it is helpful to assess the presence or absence of each of these six qualities.

This allows you to discover what is lacking in the relationship and find ways to restore trust. To build or rebuild trust, a leader must open the conversation about the degree to which each of the six qualities are present and be open to hearing what others feel, observe and need.

What's more, what they say matches what you hear from others. Both these traits demonstrate that the person can think of others well and doesn't consider themselves as more important than anyone else. Because they are more outwardly focused, they're less likely to step on your toes or betray you to get something they need or want.

Trustworthy individuals don't try to impose their will on others because they don't feel the need to control those around them. They avoid bullying and acknowledge that no means no.

Small sacrifices show that the individual recognizes that trust is a two-way street. They're willing to give a little to get something back later. And if they do ask for something, they're sure to demonstrate the value of their request.

A person who is faking it and who is more likely to behave in shady ways usually will display some signs of anxiety, such as agitated body language. If the person seems at ease, they likely have nothing to hide and are being honest and open with you.

You'll likely feel calm, too, because you won't be subconsciously picking up on and mirroring back negative cues. Trustworthy people do their best not to be late or cancel plans at the last minute because they know doing so inconveniences you and violates promises. Success in business unquestionably requires some willingness to cooperate with and have faith in others.

The question is, how much faith and in whom? Most people use reputation as a proxy for integrity. Has the company been reliable in the past? Would previous customers endorse it as a good business partner?

Answers to such questions are some of the most sought after in the world of commerce. Rather, it focuses on two types of gains: short-term and long-term.

Which outcome is better? It depends on the situation and the parties involved. Take cheating. Anonymity means no long-term cost will be exacted. Even more startling is the fact that most of those who cheat also refuse to characterize their actions as untrustworthy; they rationalize their behavior even while condemning the same in others.

The upshot is clear. Trustworthiness depends on circumstances. If a contractor guaranteeing work is under significant pressure to cut costs to meet end-of-year targets, her focus might shift to short-term concerns, causing her integrity to slip. Although clothes might seem irrelevant, research by Paul Piff, a social psychologist at Berkeley, suggests that indicators of socioeconomic status can predict trustworthiness. It turns out that increasing status and power go hand in hand with decreasing honesty and reliability.

In one experiment, for example, Piff and colleagues asked participants to play the part of a job recruiter. The participants were told about an open temporary position that would last for no longer than six months, and about a well-qualified applicant who was interested only in a long-term role.