By Cindy Vallance
There are many types of learning styles – and none are better than any other. Some people prefer to focus on PRACTICAL TIPS, others want to understand the IDEAS behind the practice and still others prefer to focus purely on their own EXPERIENCE – those who prefer the last probably aren’t reading this at all.
I personally like all of these styles so be warned – this blog is just about ideas, with not a practical tip in sight. In my last blog, I mentioned that it is possible to trust and distrust the same person in different contexts. Why is this the case?
When it comes to trusting iINDIVIDUALS, there are two types of trust.
Cognition based trust (thinking)
– is typical of many work-based relationships
– is often limited to specific exchanges
– depends on the reliability and integrity of the individual’s past performance
– may depend in some cases on professional credentials or sources of proof such as certification
– will often occur when there are social similarities between the two individuals
Affect based trust (feeling)
– often develops as time goes by in later stages of work relationships
– may occur as relationships get closer and personal knowledge between the two individuals deepen
– can depend on the frequency of the interactions
– are supported through the personal motives of the two people
– depend on interpersonal care and concern
– demonstrates organisational citizenship behaviours
A third type of trust can also occur at the ORGANISATIONAL level..
Institution based trust
– is grounded in organisational level systems
– is demonstrated through the organisational culture
– sets the stage for other types of trust
– is also based on broader societal and legal systems
Now that we have considered the ideas behind different types of trust what are some practical tips to build it at the individual and organisational level? That will be the topic of my next blog.