Trust is defined as firm belief in the reliability, truth, integrity, surety, strength, ability and confidence in someone or something. Trust is gain from colleagues depending how reliable the manager is to the team. Exhibiting a sense of confidence allows staff to work together to achieve organisational goals. As organisational leader trust can be developed through the following ways: Using open communication within the team and encouraging members to share and discuss their concerns regarding their work openly helps to build trust among team members. Team members need to discuss with one another in honest, meaningful way, through team charter and team building exercise. This means you encourage team members to ask questions to enable them to understand their roles and responsibilities. They will then be clear about their roles in the organisation.
Again, leading by example will indicate to the team that you trust people. In every organisation, staff watches the boss hence take an opportunity to show them what trust in others really looks like. I have build trust in my staff by attending to my duties as doing what exactly I say. I make sure not to leave my task undone by using flimsy excuses no matter how I will be busy on the day. By attending to my duties as expected of a manager, residents and staff have trust in me and know for sure that problems reported will be dealt with or will not be left unattended to.
Treating all employees as equal partners helps to build trust among the team. Irrespective of how long a member of staff has been in the organisation if all are made to feel that they count and their contributions are important to enable the Care Home to deliver the needed quality care to the residents. Trust is established when the manager shows genuine respect for all members of staff.
Establishing and maintaining integrity is the key foundation for ensuring trust in any organization. Keeping promises, fulfilling one’s roles and responsibilities, being honest and truthful under all circumstances as a manager, helps to build trust among the staff members and residents
I am consistent in all my doings especially with staff to prevent unfairness and deals with everyone the same to promote trust not being lost. I build the positive relationship by finding out how their family are especially when staff has family problems like illness or child care. I am honest, transparent and consistent on all occasions of my work this has lead to trust, respect and reliability and can be confirmed by staff, management and residents.
Accountability is the obligation of an individual or organization to account for its activities, accept responsibility for them, and to disclose the results in a transparent manner. For every organisation to achieve its goals and mission there should be accountability. Of course, being personally accountable for the success of the team does not just rest with the team leader. Personal accountability is something that every team member must shoulder. The inclusiveness of employees in setting goals allows them to understand them better, becomes confident and performs at a higher level. Organisational managers can develop and maintain accountability through proper training and quality resources provision to team members, providing intrinsic and extrinsic motivation to team members when due necessary, empowering team members with the necessary authority to perform their duties. To be accountable to management, staff and all the people I come in contact with along my duties.
To maintain accountability, the manager must be fair, decent, reasonable in all manner, so that people are willing to come back to work each day without a sense of intimidation and worry.
As a manager, accepting responsibilities for my actions and communicating honestly with my team helps to maintain accountability. Team members are likewise expected to do same when they have been allocated tasks.
Being consistent with team members regarding achieving goals and objectives for the organisation is essential in maintaining accountability. Once team members are made aware at the beginning of their day that they would render account for any task allocated even before they start their shift creates a sense of accountability. Being assertive in holding members accountable for their action enables the manager to create a sense of accountability within the team. However, should issues go wrong, managers should be tender in criticising the team member in a way that does not demean them.
In St Mary’s Convent, subordinates tend to feel only the managers are accountable and they do not have to be held responsible for any mishaps. This negative culture has bred a sense of antagonism between the unit managers and their respective teams. As such some team members do little and leave the bulk of their task undone making the unit manager having to multi-task in order to ensure the said task has been performed. To overcome this challenge, I will suggest that accountability should be passed on to each individual for every task allocated.