This can be carried over into the workplace, where employees want their leaders to be more trustworthy. Employees have grown tired of unexpected outcomes resulting from the lack of preparation. They want to be informed of any change management efforts before—not after the fact. Employees desire to know what is expected of them and be given the opportunity to better themselves, rather than be told they are not qualified for new roles and responsibilities.

　　Here are four early warning signs for you to course-correct when employees are having trouble trusting their leaders.

　　Lack courage

　　Leaders that don’t stand up for what they believe in are difficult to respect and trust. Too many leaders waste too much of their valuable time trying to act like other leaders in the organization—rather than attempting to establish their own identity and leadership style. Employees know that if their leaders are not savvy(精明的)enough to move themselves into a position of greater influence, it will make it much more difficult for them to get noticed and discovered as well. When leaders lack the courage to enable their full potential and that of others, it becomes a challenge to trust their judgment, self-confidence, self-awareness and overall capabilities.

　　Self-centered

　　When a leader is only looking out for themselves and lacks any sense of commitment to the advancement of their employees—this shuts off employees quickly. Great leaders are great coaches and are always looking to help their employees grow. When leaders lack any real desire to coach or guide the career advancement of their employees—it becomes increasingly difficult for employees to trust them. But when leaders are too disruptive(扰乱性的), their employees sense that they are in it for themselves or don’t trust the talent around them.

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