TrustBUSTER #3 – Slow to extend trust to others. Understand what this behavior is, what are the implications of doing this as a leader, and what organizations can do through onboarding and leadership development to make this behavior go away.
TrustBUSTER #2 – Unwilling to admit mistakes or apologize. Exploring what it is and how leadership can make this go away.
A few thoughts on TrustBUSTER #1 – Talks negatively about teammates behind their backs.
Trust is fragile -so knowing the common TrustBUSTing activities is critical to building and preserving trust. Here is a list of the top 10. Do you have any to add?
Emotionally charged emails are a reality, but they are dangerous. They are especially dangerous for leaders to use as a way of ‘correcting’ bad behavior. They may get the change, but at the price of lowering TRUST, which is priceless in terms of culture.
A quick story to remind leaders not to lose track of the little things that connect people to your organization.
We are a society that often looks for others to help us out. As employees, teammembers, and leaders we often lose sight of our role in making things better or doing the right thing. Making the most out of today, our jobs, or our relationships is largely dependent on us making that choice. Sometimes we just need a little reminder.
Business plans ask for some clarity on the team that will be needed (advisers/directors, partners, employees) that will be needed to start and manage the company. One way to look at the hiring is to really ask what the owner(s) will need. Here are four critical needs that any new company/owner needs to fill with the team they select.
We can learn by watching others. There is a tribe in Mexico called the Tarahumara, and to watch them run is watching joy in motion. At the surface, the book Born to Run is about running. But there is a more important message in the story. It is a message about how much more we are capable of when we love what we are doing. When we bring joy to work. Just a quick post to remind us of that.
Everyone wants to hire the best people. It is hard to argue with the strategy, but is it really possible and is it the best strategy. This addresses the realities of that strategy for organizations who want to do it but might be struggling with the results of their efforts or just want to figure out where to start.
Here is the add-on video to trU Tips #8 that provides specific strategies to get your B players more engaged in solving the problems facing your team.
Often the steady performers on a team get overlooked. With this catagory there is lots of potential, and some people that are allowed to stay there even though they are having a negative impact on the team. Learn a different way of looking at this group and three steps to getting more engagement from these solid performers.