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What is Trust?
As important as trust is, one of the problems is we are not always talking about the same thing when we talk about trust. Trust is a general, all-encompassing word that means many different things.
Huge misunderstandings can occur when we talk about “trust.” If you say you don’t trust someone, do you mean you don’t believe they are honest or do you mean you don’t believe you can depend on them to get the job done on time? If someone says they don’t trust you, what exactly don’t they trust?
There are different levels and intensity of trust. Honesty is a more basic level and has a stronger intensity than dependability.
Understanding the levels of trust and their intensity can help you build a strong foundation of trust and communicate more clearly when others violate your trust.
Via David Hain
We are at an important inflection point. For most business organizations to survive and thrive, they must innovate. Innovation requires a business culture of purpose, values, and relationship capital. Many leaders have had the false belief that their organization’s culture was not a lever that they could effectively manage for higher levels of performance. Culture is often overlooked as a business driver because it’s an asset without a dollar value. Leaders need to assess and implement new operating models that leverage the innate purpose, values, and creativity of the individual and the team with the flexibility and efficiency of technology.
Via David Hain, Mark E. Deschaine, PhD
Our 8th Winning Well Principle: Trust the Trenches has so many nuances, all of which I learned the hard way. For me, it wasn’t the delegating, or asking fo
In today’s fast-paced, globally connected world in which we live, an organization’s successes and failures can be tweeted across the internet in a matter of seconds. A knee jerk reaction of many organizational leaders is to clamp down on the amount of information shared internally, with hopes of minimizing risk to the organization. Many times this backfires and ends up creating a culture of risk aversion and low trust. For organizations to thrive in today’s hyper-competitive marketplace, leaders have to learn how to build a culture of trust and openness. Here are four suggested leadership practices to help in this regard:
The 2017 Edelman TRUST BAROMETER reveals that trust is in crisis around the world. The general population’s trust in the institutions of business, government, NGOs, and media declined broadly, a phenomenon not recorded since Edelman began tracking trust in 2001.
Organizations far and wide have for years attempted to crack the code on what makes for a healthy and profitable work culture. Well, let me save you time and money and simply break it to you here: It is trust. We already know this to be true from several studies. For example, Great Place to Work -- the global research consultancy that partners with Fortune to conduct the annual study of those "best companies" -- confirms that trust is the human behavior you cannot afford not to have. The research on those companies (Google, to no surprise, being No. 1 on the list seven out of the last 10 years) says that 92 percent of employees surveyed believe that management is transparent in its business practices. And transparency begets trust.
Via The Learning Factor
I'm sure you've heard this expression: "People leave managers, not
companies." When you combine this piece of wisdom with the latest research showing 70% of US workers are either not engaged or actively disengaged at work, all I can say is "Yikes!"
No wonder leadership theorists are focusing on trust as a key leadership quality.
In an article for Forbes, David Horsager, author of The Trust Edge: How Top Leaders Gain Faster Results, Deeper Relationships, and a Stronger Bottom Line shares that anyone in a leadership role can have a compelling vision, excellent strategy, flawless communication skills, insight, and hard-working direct reports, but if people don’t trust them, they’ll never get the intended results.
In he film “Twelve Angry Men” the jury is sent to a small room to deliberate. Before any formal discussion, they cast a vote. Eleven of the jurors vote “guilty.” Only one juror votes “not guilty.” After conclusion of deliberations, all the jurors vote “not guilty”. Does the juror who was the only one to vote not guilty at the start be said to have leadership qualities? Let us see what really leadership is?
Via Mark E. Deschaine, PhD
Whether it's in the business world or in personal relations, there is one thing that we all need to get along and be successful: trust. We all strive to have people trust us, but the truth is that trust is often hard to build. Luckily, there are some steps you can take to instantly appear more trustworthy. Here are five body language secrets to help you earn people's trust. 1. The eyes have it. The first thing you want to remember when building trust is to keep eye contact. Eye contact is one of those things we subconsciously take note of every time we meet a person. Have you ever tried to have a conversation with a person who was constantly shuffling around and looking in different directions? Sporadic eye contact communicates a lack of interest, distraction, and even dishonesty. Whenever you're speaking, be sure to keep good, steady eye contact.
Via The Learning Factor
When you deliver a presentation, your body language is important for one over-riding reason: it creates an instant visual first impression that answers a big question for your audience: "Can I trust this person?" Until now, science has not been able to isolate the specific physical cues that could cause us to not be trusted. But thanks to Dr. David DeSteno, a professor of psychology at Northeastern University, we now know what gestures can undermine the perception of our trustworthiness. Dr. DeSteno devised a study in which participants played a cooperative economic game. Half played face-to-face, and half played over the internet. And those who played face-to-face were videotaped from three camera angles.
Via The Learning Factor
I’ve been talking about brands for 20 years. Got an image, business or job layoff problem? Here’s a magical solution that works every time: the brand.
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Are people in your organization energized and happy or anxious and stressed? Does it matter? New research offers important insights into people and what drives performance. Here are three key findings, and a link to download the full report.
Via David Hain
Something profound is changing our concept of trust, says Rachel Botsman. While we used to place our trust in institutions like governments and banks, today we increasingly rely on others, often strangers, on platforms like Airbnb and Uber and through technologies like the blockchain. This new era of trust could bring with it a more transparent, inclusive and accountable society — if we get it right. Who do you trust?
Via David Hain
The more trust people have in you the higher your influence
Have you ever managed people who didn't trust one another? If you have, then you'll know how challenging and draining this can be.
A team without trust isn't really a team: it's just a group of individuals, working together, often making disappointing progress. They may not share information, they might battle over rights and responsibilities, and they may not cooperate with one another. It doesn't matter how capable or talented your people are, they may never reach their full potential if trust isn't present.
However, when trust is in place, each individual in the team becomes stronger, because he or she is part of an effective, cohesive group. When people trust one another, the group can achieve truly meaningful goals.
So how can you, as a leader, help your team build the trust that it needs to flourish? In this article we'll look at the issue of trust within teams, why it's important, and what you can do to build it.
Via Mark E. Deschaine, PhD
Three years ago, 37% of CEOs were concerned about a lack of trust in businesses, according to the PwC Annual Global CEO survey. Across industries, that number has climbed to 55%.
Distrust commands a very handsome price. It destroys initiative, damages relationships, creates a toxic environment and reduces competitiveness.
Most people attribute the change in corporate governance dynamics to a fixation on short-term financial performance. I believe it’s deeper and more meaningful than dollars. Boards are shifting their thinking around how their executives engage and inspire their workforces in order to lead a never-ending series of course corrections and frontline change initiatives.
The core issue is trust. And trust is an endless dance.
You have a problem that you want to talk about, but your boss always seems so busy. So you keep it quiet and hope it goes away. Yet, as a manager yourself, you're not sure how to approach a shy member of the team without causing him or her undue worry.
You might think of one-on-ones as a chore, as a waste of valuable time, or even as a downright awkward experience. But regular, effective meetings between managers and their team members are essential to both individual and team success.
Have you ever been in a job you hate so much that waking up is painful? Have you ever wished that you were born a different person with a different life? Have you ever hoped that an alien spaceship would capture your manager? There have been times in my life I thought these things.Years ago there a young grandfather who lived in Versailles, Indiana. He decided to have a sleep after lunch. While he lay on the couch his young 8-year-old grandson decided to play a trick on him and rubbed some smelly
Via The Learning Factor
The workplace today is much different from the workplace of 30, 20, and even 10 years ago. Open office designs, in-house baristas, and for many organizations bosses managing from across the country are now the norm. Between video conferencing, email, and instant messaging, physical proximity to the office is no longer a requirement. Companies are hiring based on talent and fit, not if someone can be in their chair 24/7. This change has led to entire teams being spread across time zones, states, and even countries. While it can be tricky to report to a remote manager, I’m here to tell you it’s possible.
Via The Learning Factor
For smooth execution, people on your team--from upper management to those who toil on the most mundane tasks--need to have confidence in one another. Without trust, people at best second guess those they deal with. At worst, they won't make necessary efforts because, why bother? Other people will only screw things up. Such is the stuff of office intrigue and backbiting. But it can get worse when the people who aren't inspiring trust are the people on your management team. News flash: That's the situation in many companies, according to a new survey of "200 C-suite executives, senior leaders, and managers" conducted by the Economist Intelligence Unit on behalf of management consulting firm BTS. And, sadly, you, too, may distrust many of the managers working for you.
Via The Learning Factor
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