Treat your employees exactly as you want them to treat your best customers.
Executives need to understand the economic benefits of trust dividend, especially when the behavior is real, not artificially or superficially created as PR to manipulate trust.
Unfortunately, too many executives believe the myths about trust. Myths like how trust is soft and is merely a social virtue. The reality is that trust is hard-edged and is an economic driver.
I don’t read blogs but occasionally people tell me about what they contain, and I do take questions that come from blogs.
Trust is a function of both character and competence. Of course you can’t trust someone who lacks integrity, but if someone is honest but they can’t perform, you’re not going to trust them either. You won’t trust them to get the job done.
I am senting many books for endorsement purposes, which enables me to stay relevant in my own field, and I have people that help me decide which ones I should read and endorse.
Belief is another word for paradigm. It’s a synonymous. Your belief of the way things are. Values are the way things should be, it’s a paradigm of the way things should be. Beliefs are the paradigms of the way things are.
When I started teaching I realized that I had never had such a level of satisfaction and such a feeling of fulfillment and sense of contribution. Just like that. But, usually it’s more cumulative, slow, evolutionary and less revolutionary.
Trust is a competency. It’s something you can get good at. It’s a strength you personally, and your team and your company can master. Being good at it will elevate every other strength you have.
Brands need to reinvent themselves from time to time to stay relevant.
Strategy is important, but trust is the hidden variable. On paper you can have clarity around your objectives, but in a low-trust environment, your strategy won’t be executed.
I am fortunate to have a very helpful team that enables me to spend time doing things that are important but not necessarily urgent. People who have no such team need to also make these larger decisions so that they can cheerfully say No to that which is urgent but not important.
I win the private victory when I have made my mind up and commit to live by correct principles and to serve worthy purposes.
Trust is clearly a key competency. A competency or skill that can be learned, taught, and improved and one that talent can be screened for.
Remember, technology is a great servant, but a terrible master.
I keep my phone number unlisted and rely on my associates to handle all voice mail, e-mail, faxes.
True leadership is moral authority, not formal authority. Leadership is a choice, not a position. The choice is to follow universal timeless principles, which will build trust and respect from the entire organization. Those with formal authority alone will lose this trust and respect.
People are social beings and want interaction. Social learning is the primary form of learning, just as word-of-mouth advertising is the highest form of advertising.
Most learning is social, or what I call the cultural DNA. Everyone knows that word of mouth advertising is the best advertising. That’s social learning.
Listen, involve, synergize at work. Then you will bury the old and create an entirely new winning culture which will unleash people’s talents and create complementary teams where strengths are made productive and weakness are made irrelevant through the strengths of others.