a great deal of what’s written about in the public press is, frankly, nonsense. That’s “nonsense” technically speaking – as in, there’s clearly something there, but it isn’t put together in a way that makes sense.
But it doesn’t have to be that way. It’s possible to describe trust in a way that is clear, commonsensical, and allows for sensible business discussions about things like processes and economics.
All it takes is getting rid of some misconceptions. Here are the Five Big Trust Misconceptions that are the chief culprits…
What makes trust so difficult to gain and retain?
Why have we lost our trust in business, government, the media?
Even in each other?
Trust is a very simple concept.
Trust is confidence.
Confidence that what we hear or read is the truth.
Confidence in something’s or someone’s character and integrity.
Confidence that some unknown future will turn out the way we’ve been led to believe it will.
But trust don’t come easy.
As a victim of office politics, it’s very easy to start to feel powerless and to act powerlessly. It feels terrible and causes you to question who you are, whether you’re in the right career path and what your value is.
Even successful people fall into the office politics trap and begin to feel persecuted by both their colleagues and the Universe. Why?
Humans tend to model the behavior they see. When leaders appear to be in control, know everything, never doubt, or never ask for help or input, employees think they have to do the same. The behavior they see and deem as acceptable is to be strong, not question, never be wrong, and always know. The opposite behavior is a sign of weakness and is unacceptable.
When the word trust comes up, what comes to your mind? Is it someone you can trust a secret with? Or someone you know will do what they say, when they said they’d get it done? What if it’s someone you don’t know? How can you trust a stranger?
Here is the secret to life. It all starts with trust. So how do we build trust? Here are some of the fundamentals.
We are at a global tipping point, where the significant risk and costs of dis-trust (disengaged trust) are increasingly being exposed and experienced across a range of industries and professions. What is of major concern however, is that much of the current identification and management of the risk and costs associated with dis-trust, are reactionary. In other words, the catalyst is often some level of ‘negative exposure’ occurring, which forces the hand of executive leaders to take some kind of reactionary and corrective action.
Because circumstances dictate actions too, someone may have been trustworthy at one point and now seem out for themselves given a perceived dangerous environment. You can’t control much about others, but you can take these six steps to earn the badge of “trustworthy”—at least in most people’s eye…
Trust is an aspect of leadership that is central to The Human Side of Business – as you’ve probably noticed by all of the world-class thought leaders participating in our current series on the topic. And here’s the thing about trust: you can drive a truck between the crooked politico who asks you to trust them with your vote, and the human relations expert who advises you how to build genuine, lasting trust with your staff, your peers, your customers, and your community.
When you and others break trust, it’s easy to feel helpless and hopeless. We assure you: There are things you can do to release yourself and your coworkers from the crippling effects of diminished trust.
Here we provide you with a practical and proven framework, the Seven Steps for Healing® to help you restore trust to your workplace. This powerful model gives you stepping-stones away from the feelings of hurt, frustration, and protectionism that broken trust creates towards a place of renewed confidence, heightened awareness, and expanded energy. You have the ability to restore trust to your workplace and increase your own trustworthiness within your relationships.
I’ve been teaching leadership for nearly 20 years and to me, one of the absolute foundations of effective leadership is: TRUST. But how do you build trust? What can you actively do to increase the level of trust that people extend to you? In this video I will share with you two “Trust Formulas” that will help you be a more trusted person and leader. I hope you find them of value.
In mid-July, Rodger Dean Duncan, a well-respected leadership expert and Forbes contributor asked if I would comment on an article he was writing called “How Do You Build Trust in a Trust Deficient World?
The first question he posed was why the daily headlines are filled with stories about trust-deficient people and organizations, and my answer was simply as follows…
The world is in desperate need for a new kind of leadership. The type of leadership we’ve seen the last several decades has produced record low levels of trust and engagement in the workforce, so clearly what we’ve been doing isn’t working. We need a leadership philosophy grounded in the knowledge and belief that the most successful leaders and organizations are those that place an emphasis on leading with trust.
Motivating team members is a central leadership responsibility. The mainspring of motivation is the belief...
In case you missed them, here are the 5 most popular articles for the month of July. Enjoy!
A much better way to ensure that business performance is both improving consistently over time and doing so on a consistent basis across the enterprise is think of it in terms of four key “realms” or major business “levers”. These are the levers of “Prospects”, “Processes”, “People” and “Profits”.
(Can’t listen to the podcast? Check it out here) According to start-up CEO David Hassell of 15Five,...
The inaugural Creative Jobs Report found employees are desperate for more creative outlets. According to the study, 55 percent of employees would cut their traditional career for a more creative self-employed role. Additionally, lack of creativity in their current role has already driven 36 percent of employees to dream of more innovative roles — at other companies.
Considering employee turnover can cost upwards of 50 to 60 percent of an employee’s annual salary, implementing a more creative company culture can actually save your bottom line.
What would happen if you looked at your job as a way of doing good in the world? What if you looked beyond the day-to-day activities you do and shifted your focus to the impact they have?
These are actions of someone who does great work. But what is great work and what does it look like?