3) ជឿទុកចិត្ត & កម្លាំងមនុស្ស (Trust & People)_ from Team Leadership with The 48 Laws of Power

Trust makes speed possible: clear ownership, real skills, inspiring story, and person-by-person motivation. Cluster Trust & People Master Post

Core Idea: ជឿទុកចិត្តកើតឡើងពី ភាពជាក់លាក់ (តួនាទី/សិទ្ធិ), សមត្ថភាពពិត (expertise), ការរីកចម្រើនផ្ទាល់ខ្លួន, រូបិយវត្ថុជំនឿ (belief/story) និង ការយកចិត្តទុកដាក់ម្នាក់ៗ។ Cluster នេះប្រមូល Laws 7 · 11 · 25 · 27 · 43 ជា “people engine” របស់គម្រោង។

1) Five Pillars (Mapped to the Laws)

Law 7 — Ownership

ចាត់ចែង Outcome + Authority មិនត្រឹមតែ Task (ឧ. បញ្ចប់ Zone-A QC A+ ឲ្យបាន)។
Give tools & support (budget, access, foreman, vendor) + scoreboard (visible KPIs)។
MoM រាល់សកម្មភាព: Owner · Due · Link ដើម្បីការពារការលែងច្បាស់។

Law 11 — Dependency (វិជ្ជាជីវៈ)

បង្កើត core expertise ក្នុងក្រុម (inspection, code clause, BIM, procurement)។
គោលដៅ: “professionally indispensable” តាមស្តង់ដារ—not political dependence។
Cross-train & SOP ដើម្បីកាត់បន្ថយ single-point-of-failure (bus factor)។

Law 25 — Re-Create Yourself

Upskill/Reskill តាមផែនការ 90 ថ្ងៃ (skill ១/សប្ដាហ៍; demo/mini-project)។
Rotation (shadow another trade) និង stretch assignments មាន Mentor។
រូបសញ្ញាអាជីព: “From helper → zone owner → inspector-ready lead”។

Law 27 — Belief (Vision/Story)

សរសេរ story ខ្លី “Safety · Quality · On-Time”—រូប/ថ្ងៃខែ/ចំណុចជ័យជំនះ។
Rituals: daily safety moment, weekly wins reel, mockup tours។
Identity statements នៅលើបន្ទះ/boards (e.g., “We pass first time”).

Law 43 — Hearts & Minds

1-on-1 ស្តាប់គោលដៅ/បញ្ហា; tailor incentives (ប្រាក់/សិក្សា/កិត្តិយស/សុវត្ថិភាព)។
Public praise, private coaching; fairness > fear—loyalty grows from dignity។
បង្កើតសុវត្ថិភាពផ្លូវចិត្ត (speak-up, no blame, facts first)។

2) Trust Flywheel (How it compounds)

Clarity → Reliability → Autonomy → Speed

Define outcomes & lanes → people deliver reliably → grant more autonomy → project speeds up។
Reinforce with visible metrics and quick recognition (ties to Law 5/27/43)។

Skills → Proof → Reputation → Influence

Train & certify → pass inspections → team reputation ↑ → easier approvals/coordination។

3) Playbook (Weekly/Monthly Cadence)

Weekly 1-on-1 (30 នាទី)

Goals | Progress | Challenges | Support Needed | Growth (1 skill)
Close with action: Owner · Due · Link (MoM)

Skills Matrix (Monthly)

Trades × Skills (0–3 scale) → pick 3 gaps → training/rotation
Track “bus factor” and coverage per zone

Delegation Ladder (Daily)

Tell → Show → Co-own → Own-with-review → Own-and-teach
Move people up the ladder with evidence of reliability

4) Do / Don’t (សង្ខេប)

✅ Do

Give outcome + authority + tools; write it down.
Publish skill goals; reward learning in public.
Tell a simple belief story with dated wins.
Coach 1-on-1; tailor incentives; protect dignity.

❌ Don’t

Delegate tasks without decision rights/support.
Create political dependency; prefer professional expertise.
Use fear/shaming; it kills initiative and trust.
Promise training but never schedule it.

5) One-Page Templates (Copy/Paste)

Ownership Brief — Law 7
Outcome: ____ (quality/inspection/zone) · Authority: ____ (what can decide)
Tools/Support: ____ · KPI/Scoreboard: ____ · Review: ____ (date)

Skills Matrix — Law 11/25
Trade/Role × Skill(0–3): ____ · Gaps(Top 3): ____ · Plan: training/rotation/mentor
Next Check: ____ · Bus Factor Coverage: ____

Belief Story Card — Law 27
Theme: Safety · Quality · On-Time
Last 2 Wins (photo/date): ____ · ____
Next Milestone to Rally: ____ (Owner · Due)

1-on-1 Agenda — Law 43
Goals (this week): ____ · Progress: ____ · Challenges: ____
Support Needed: ____ · Growth Skill: ____
Actions → Owner · Due · Link: ____

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ជឿទុកចិត្ត & កម្លាំងមនុស្ស (Trust & People)