As a team member, everyone hopes to gain the trust and support of the top leader, thus facilitating their work. However, as a leader, it is difficult to have 100% trust in all team members, individual leaders and people in their inner circle, fully trust them, fully adopt their opinions and suggestions, talk to them about everything, assign important work, and find ways to help them solve difficulties and problems encountered in their work. The superior leaders will check their work and let them report their conversations. However, most non-coterie team members are often skeptical, and their opinions and suggestions are either shelved or ignored. They are also skeptical about the difficulties and problems reflected by other comrades, and even set up artificial obstacles. Over time, it is bound to dampen the enthusiasm of these comrades, cause tension among team members, create estrangement, and affect the development of various undertakings in the region.
As the ancients said, "Doubtful people don't doubt people." . Since the organization arranges everyone to work in a team, the organization trusts these comrades, and these comrades are willing to do their own work, so trust should be given priority. The ancients all said that a scholar died as a confidant, which shows that trust is a powerful working motivation and can stimulate people's enterprising spirit. If you can't get the minimum trust, especially the trust of the top leader, you can imagine your work initiative and enthusiasm. What the members of the team hope is that the top leaders should fully trust each member of the team and use them boldly, so that they can display their intelligence, not engage in small gangs and get close to each other. At the same time, in terms of system and supervision mechanism, we should eliminate unnecessary doubts in work practice, make everyone feel comfortable and create a good atmosphere of mutual trust and development.