The Culture Series [Part 2] – Using Trust and Emotional Intelligence to Establish Your Cultural Identity

Source | www.hrbartender.com

In the first article in this series, we talked about the need for organizations to be inclusive. The place to start is by examining the organization’s cultural identity.  Companies need to build and maintain cultures that embrace the competencies that will allow inclusiveness. There are four key competencies to developing an inclusionary cultural identity. We’re going to cover the first two in this article: trust and emotional intelligence.

Cultural Identity Competency #1 – Trust

Let’s face it. Without trust, nothing much matters. Trust is the foundation of relationships. In Stephen Covey’s “The Speed of Trust”, the concept of trust is examined on five levels.

• Self-trust, which can be defined as our credibility
• Relationship trust, meaning our behavior with others
• Organizational trust ensures that structures and systems are aligned with culture and beliefs
• Market trust is the reputation of the business
• Societal trust is demonstrating our intention to give back to the community

The goal of any employee, not just managers, is to establish trust. There are many ways that individuals can establish trust in the workplace. The primary ones focus on honesty and credibility. Being a person who “walks the talk” can be seen as trustworthy.

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