Brittany Murphy on building trust through team rituals: weekly "Cuss and Discuss" calls to air problems, StrengthsFinder assessments during onboarding, and putting every employee from interns to executives into a formal succession plan so everyone develops leadership skills.
Chapters
When people join our team, they read trust based leadership. And so we go through the eight pillars of trust. In every interaction, you're going to either gain trust or lose trust. But that trust is really comprised of these eight pillars that we talk about. And so you can feel like you're doing extremely well in a few of them, but if you're doing really poor in others, you're still going to be losing trust with people. So we try to just establish, like, what does trust look like? When we're working together, we create space for, for that dialogue to happen. So our Friday calls are called Cuss and Discuss because we want people to bring their issues. Every week we go over like, oh, we do strength finders through onboarding as well. So we'll highlight one of the 34 strengths and talk about who on the team has those strengths. What does it mean to work with somebody with those strengths, but also what are the weaknesses that come with that strength and how do you balance that out? Other times, like, we do a lot of professional development for staff during the year, so they go to a conference or they go and do a spec training, then we have them come back and present on what they learned so that they have to transfer that information to the rest of the team. So it's not just one person developing, it's the entire team learning from each other. And so it really creates opportunities for everybody to see themselves as part of a leadership team, even regardless of whether they're an intern up to the C suite. It doesn't matter where they are. Every single person is part of our succession plan. And so we want to be cultivating every single person, regardless of where they currently are at in their career journey.
