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Trust and Culture – Earned or Assumed

Submitted by on February 4, 2013 – 6:08 amNo Comment | 1,744 views

In my recent review of LinkedIn group “Cross Cultural Coaching & Counseling”, I came across some interesting discussion: Whether there is a difference between how trust is earned/assumed in different cultures? Most of the experts agree that trust has to be earned regardless of the culture one works in. Usually, there are at least two major aspects of trust. One is the perception of your character, i.e. whether are you trustworthy and the other is, evidence of your competency, in other words “Can you do what I expect of you?”. In different cultures people make their assumptions about the character and competencies based on different set of data and evidence.

Research shows that in high performing teams levels of trust are higher, leading to better communication, increased creativity and innovation, improved organizational commitment and a greater readiness to accept change.

According to WorldWork, the 10 factors people use to decide whether to trust someone are

  1. compatibility

  2. goodwill

  3. predictability

  4. inclusion

  5. accessibility

  6. integrity

  7. security

  8. openness with information

  9. reciprocity and

  10. competence

More on the International Team Trust Indicator


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