WHY YOUR MEMBERS DON’T TRUST YOU
Pssssssst …
Your aversion to being consistent is eroding the trust you desperately want your members to have in you.
Recently I've had several conversations with leaders across organization types and one of the key throughlines across all of those different people was consistency is the only way they could build true teams built on trust and dependence on one another.
Imagine you're a new student leader joining an executive board that has never really had any consistency. There's a standing meeting once a week, but the conversation has no structure, has no consistent leader, no agenda/minutes sent beforehand, no clear expectations on how to contribute. Your new president sends messages every once in a while, mostly to check in or follow up on a deadline, but has no consistent touchbases. You're supposed to have one-on-ones monthly, but they consistently cancel them or come to the meetings unprepared to support your needs. When you talk to peers about ways to meaningfully contribute and move your work forward, you hear the same refrain consistently … “just ask if you need support, everyone's down to help” and this of course only frustrates you more.
Ask yourself, do you really think you would be engaged in this organization? Would you trust the board to help move projects forward? Would you believe your president is in your corner, or even understand your work well enough to advocate for the things you need?
Systems are not always elaborate, deeply technical things. More often, they are consistent rituals helping your team understand what to expect from the leader and every single member of the organization.
The systems can include, but are not limited to:
Meeting agendas sent minimum 24 hours prior to board meetings
Pulse surveys you simply send to your board once a week to check in
One on one agenda templates focusing on priorities, roadblocks, and decisions to be made
Biweekly feedback sessions at the top of each one-on-one meeting
A consistent facilitator or rotation of facilitators for standing meetings (your bylaws should tell you who this is!)
Let's put ourselves back in the scenario, but with systems, ritual, and consistency in mind.
You check your calendar and see there is a standing meeting once a week. In this though, the agenda is sent ahead of time so you're prepared to discuss the various items prior to the meeting. Also, your president has already sent a message letting you know how folks contribute during the standing meeting and they will be the facilitator for the meeting. Additionally, at the start of every week, your president sends you three simple questions, giving the opportunity to share where work feels good, where you need support, and what you need to prioritize this week. For your monthly one-on-ones, there is a set agenda which includes an opportunity to share and receive feedback. Additionally, you come prepared to talk about your big rocks for the week, deeper questions you need to dive into with your president, and clear next steps for the month.
I would bet all the money in my left pocket (surprise it is 3 quarters my son gave me) you would feel so much more trust in this board. You would lean into the consistency, knowing what to expect of your peers and your peers knowing what to expect from you. There's no hidden assumptions, and if something doesn't feel like it's working, there's a clear pathway to share feedback. Just as important, you also trust the feedback is going to be actionized across the organization.
So I'll double down.
Your lack of systems is killing the trust your board and organization wants to have. The only question is: are you willing to put in a little extra effort to create the conditions for trust your organization desperately needs?
Qy’Darrius (Q) McEachern
Author
Keynote speaker helping you create belonging one intentional action at a time.