WORKING WITH PEOPLE YOU JUST DON'T TRUST


	Sooner or later every Hard@Worker faces the necessity of
working with someone you just don't feel you can trust.  Whether it's
a turf-building colleague or an employee you doubt can handle an
important assignment, your challenge is the same--to find some way
to protect yourself, your team, and your organization.  Here's how to
do it:

	1.  CLARIFY YOUR INTERESTS.  Determine how you think the
individual you don't trust could damage your unit, then strengthen
that area.  For example, if you think a long-time supplier has been
taking advantage of his relationship with your organization, see what
other suppliers can offer in terms of the things that interest you--in
this case, quality, service, and price.

	2.  CLARIFY THE INTERESTS OF THE PERSON YOU DON'T TRUST.
Find out whether the other party's interests really conflict with
yours.  A colleague who seems to be seeking undeserved credit may
feel a previous effort was ignored.  If you explore the reasons for the
behavior that makes you suspicious, you'll have a better chance of
suggesting some action that will benefit both sides.

	3.  BE CONSISTENT.  Sometimes people seem untrustworthy to
us because they can't understand what we're doing, and they're
acting to protect themselves.  An unproductive employee may be
putting his energy into finding other work rather than contributing
to the unit because he feels the supervisor has it "in" for him.  You
can avoid such misconceptions by basing your actions on well-
defined, clearly communicated goals.

	4.  DON'T GIVE IN JUST TO BE NICE.  When someone seems
intent on misleading you, resist.  Ask the person to clarify the
positions and behavior that concern you.  Try to establish mutually
desirable goals, then agree on procedures for attaining them.  If you
can't agree, get your management involved in setting guidelines for
both of you.

	Trust is an essential ingredient in successful personal
relationships.  In our working relationships, however, it is not always
attainable.  When it's not, substitute as much clarity as possible--
about interests, motives, communication, and principles.  This
approach may not make it fun to work with an untrustworthy
individual, but it will help you accomplish your goals with more
confidence.

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