🌙 Hana and the Power of Trust in Her Team

🌙 Hana and the Power of Trust in Her Team

Hana had been appointed as the new plant manager at a palm oil mill in Sabah. The mill had faced challenges—low productivity, frequent breakdowns, and workers who seemed disengaged. When she first arrived, Hana noticed something deeper: her team lacked confidence, and worse, they did not trust each other.

Instead of tightening control or micromanaging, Hana chose a different approach. She recalled the wisdom of Abraham Lincoln:

> “It’s better to trust people and be disappointed once in a while than to distrust and be miserable all the time.”

🌱 Step 1: Showing Trust

In her first meeting, Hana shared her belief in the team’s ability to succeed. She assigned responsibilities clearly but allowed workers to decide on the methods to reach targets. For example, instead of prescribing how to handle machinery maintenance, she empowered the senior technicians to draft their own schedule.

At first, there were mistakes. A few jobs were delayed, and one repair was incomplete. But Hana did not scold. Instead, she encouraged learning and reminded them, “I trust you. Let’s find a way to improve.”

🌱 Step 2: Building Confidence

Gradually, the workers started taking more ownership. One technician, Azmi, who was usually quiet, surprised everyone by suggesting a preventive maintenance checklist that reduced downtime by 15%. Another worker, Rahman, became more active in safety briefings because he felt his opinion was respected.

Hana also celebrated small wins. When the team completed a successful month without major breakdowns, she treated them to a simple team dinner. These moments reinforced that their contributions mattered.

🌱 Step 3: Creating a Culture of Growth

Within six months, the atmosphere in the mill had changed. Productivity increased, absenteeism dropped, and workers began solving problems collaboratively. What was once a mill marked by distrust transformed into a workplace filled with confidence and shared accountability.

Hana realized that trust was not about ignoring mistakes—it was about believing that people could grow if given respect and responsibility. By trusting her team, she unlocked their hidden potential, proving that even in a challenging environment like a palm oil mill, trust could be the foundation of success.

📚 Footnotes

1. Covey, S. M. R., & Merrill, R. R. (2006). The speed of trust: The one thing that changes everything. Free Press.

2. Lincoln, A. (n.d.). Quoted in various leadership texts; principle of trust in leadership contexts.

3. Dirks, K. T., & Ferrin, D. L. (2001). The role of trust in organizational settings. Organization Science, 12(4), 450–467.

4. Burke, C. S., Sims, D. E., Lazzara, E. H., & Salas, E. (2007). Trust in leadership: A multi-level review and integration. The Leadership Quarterly.

I see you’ve pasted a passage about trust, confidence, and leadership, quoting Abraham Lincoln and also referring to ideas connected with Stephen R. Covey (well-known for The 7 Habits of Highly Effective People). The text seems to be partially scrambled, but the core message is clear:

Trust is a foundation of leadership.

If we expect failure from people, they will often meet that low expectation.

If we give trust and confidence, people rise to meet it.

Leaders who show trust empower others to give their best.

🔑 Key Insights from the passage:

1. Trust isn’t blind — it doesn’t mean believing everything, but it’s about giving others the benefit of the doubt.

2. People rise to expectations — when trusted, employees often deliver better results.

3. Distrust is destructive — constant suspicion makes collaboration miserable and blocks growth.

4. Trust builds confidence — both in the individual and in the team dynamic.

📖 Abraham Lincoln’s quote:

"It’s better to trust people and be disappointed once in a while than to distrust and be miserable all the time."

This highlights that occasional disappointment is less damaging than a life of cynicism and suspicion.

📖 Stephen R. Covey’s view:

Covey emphasized the “speed of trust” — organizations where trust exists move faster, innovate more, and have lower hidden costs because less energy is wasted on fear or control mechanisms.

#blog #blogger #kembarainsan #trust