Encourage intimacy not just engagement

Rebuild trust by developing relationships with your people and place their distinction at the center of an organization’s growth strategy

Create alignment not just connection

Trust means perceptions and expectations between employees, leaders, company, and brand(s) are aligned to strengthen belief in the company’s mission

Make trust the foundation for evolution

Build on it so your leaders, employees, and customers have clarity and shared beliefs

Allow employees to influence more

Build new workplaces that allow employees to influence outcomes and maximize their potential

Effective Managers Earn Trust Quickly By Doing 5 Things Well

08/11/2014 09:22am

Managers in the workplace have a unique role to play with multiple and continuously evolving responsibilities. They must instill a high-performance mindset while creating a culture whose foundation promotes teamwork and competitiveness for the betterment of a healthier whole. Additionally, managers must touch the business and stay active. More than ever managers must have just as strong of a pulse on the business (internally and externally) as those who are managing it on the front lines. Most importantly, managers must quickly earn trust from their colleagues to inspire team unity and collaboration that is centered on the fundamental principles of loyalty, communication and transparency.

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7 Reasons Employees Don't Trust Their Leaders

13/02/2017 06:00am

As the world mourns the loss of Nelson Mandela and commemorates his greatness as a leader, we would do well to remember that one of the many hallmarks of his leadership was trust. The greatest leaders in the world gravitated toward Mr. Mandela because he was genuinely trustworthy and his purpose was to support peace, prosperity and unity not only in South Africa – but throughout the world. Mandela was able to lead people in ways that many find impossible to do. As he famously said, "It always seems impossible until it's done."

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5 Reasons It's Incredibly Difficult To Rely Upon Leaders

29/10/2014 08:17am

The marketplace continues to change fast, and as it does leaders are still trying to figure out how to best change with it. They are learning the hard way that they must touch the business just as much as they lead it. Leaders need to start rolling up their sleeves, getting their hands dirty, and accepting the fact that to lead during times of tremendous change and uncertainty, you must be courageous enough to face the issues head-on. Confronting the realities of the business – and the people associated with it – is the only way to know the strategic decisions that need to be made, and the financial requirements to support new workplace and marketplace demands. Too many leaders become unreliable because they wait too long to act during uncertain times.

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5 Powerful Things Happen When A Leader Is Transparent

10/09/2013 06:00am

Trust and transparency have become popular workplace demands as employees seek to be aware of what is real and true. People have grown tired of surprises and want to exist in a work environment that allows one to have greater clarity of thought – by eliminating the unknowns that continue to creep into our minds with each decision we make or relationship we foster. If you survey the workplace, besides the need for job security and career advancement opportunities – employees want to be a part of a workplace culture that puts a premium on delivering the truth. They desire their leaders to be proactive in sharing where the company is headed and forthright about its future. In other words, they just want transparency so they can plan and protect themselves.

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Leaders Must Be More Vulnerable For Their Organizations To Evolve

05/12/2015 06:00am

How do companies expect to grow and compete – when their leaders are not vulnerable enough to evolve? Leaders are becoming more of what their peers and the work environment they serve want them to be, rather than what they seek to be themselves. At the same time, the workplace and the marketplace are demanding a new type of thinking in order to influence the evolution of the business. Leaders must enable their organizations to break free from traditional substitutional thinking to new thinking that is strategically focused on constant evolution with the end-game in mind.

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Trust & Engagement

We must go beyond engagement to rebuild trust and drive growth

Trust in the workplace is more than just the belief that our employees, leaders, company, and brand(s) are reliable, good, honest, effective, and able. Trust must be the foundation upon which our leaders, employees, and customers have clarity and shared beliefs around a company’s evolution.

Organizations and their leaders know they need engagement with and trust from their people to evolve and grow in the workplace and marketplace. But while many organizations are saying the right things when it comes to this need, what they are saying is not leading to actual engagement and trust – and thus growth and evolution. This is even true at companies that have statements like “respect individuals,” “our people are our point of difference,” or “value all people” as part of their mission statements.

Why do so many leaders and organizations fail to understand this? Because they aren’t listening. Employees are looking for deeper connection to what they are doing and from their leaders. We might engage them to do their work, but we don’t care enough to get our hands dirty and evolve to do more, because we fear the level of accountability this intimacy might bring. Yet trust requires this intimacy.

Trust means that perceptions and expectations between employees, leaders, company, and brand(s) are aligned and strengthen that belief in a company’s mission in the workplace and marketplace. Trust comes from the actions that we take, but they must be felt by others in order to resonate – from the c-suite on down.