Building Trust In The Workplace

Now more than ever trust is a critical component to the success and performance of leaders and of a business.  It would seem that to some businesses Ethics, Values and Trust are cheap dispensable commodities to be put aside if it will sell a few more widgets, newspapers, or get them closer to a large shareholder dividend.

Then again I know from conversations with my clients and their staff the importance and value of building ethical trustworthy relationships as a route to sustained business growth.  They’re not resting on their laurels here either and the results are speaking for themselves.

Last year I did a trust masterclass with Sue Swanborough HR Director for General Mills UK & Ireland.  The feedback was fantastic and this year we’re doing it again. However in this masterclass we’re notching it up a few gears.  Last year our masterclass was packed with the basics, this year we’re doing an advanced version.  Both Sue and I will be sharing our experience, key learnings, and the things that make the difference in the practical world of business.

On this tele conference call we’ll be discussing amongst other things:-

* Why trust is an inside job first and foremost

* Authenticity in leadership and it’s impact on trust

* Common behaviours that undermine trust and credibility, yet are often seen as acceptable in the workplace.

* Plus we’ll open the lines so you can ask your questions direct, as well as giving you the opportunity to send in your questions beforehand.

Remember high trust organisations out perform low trust ones by 278%.   Not only that customers aren’t making purchase decisions based on price alone, trust and credibility are primary influences and fundamental to building brand loyalty.

To get all the details and secure your place on this complimentary master class click here.

Corporate Culture – Less talk, more action

Corporate culture and it’s effect on performance is a rising issue.  However it can be overwhelming and sometimes it helps to look around to see what others have done.  Have they moved from talking about it, and acting all cool and trendy to actually doing something and getting their hands dirty?  Every once in a while I get a bit annoyed by those who just want to talk.  Values blah blah… culture blah blah.  And should you ask them about their leadership in all of this – well – can I not see I’m in the presence of perfection.  Err no, but I’ve certainly met your ego.  What I can tell at that point is, I’m not in the presence of a new client.  One of the things our clients have in common is a strong desire to actually do something and an awareness that no matter how good they are as a leader ( and they are), they know it’s not enough, they want to be a great leader.  Then of course they know that it’s a continual journey.  They are the lid on the performance of the unit/team/section/business.

So if you’re wondering what to do about the impact your current culture is having on the performance of your business you could drop us a line and we can suggest some specific sources that will help you.

Alternatively here is a presentation from Netflix.  OK it’s 128 slides long, but if you’re interested in the what and some how around others companies embracing and working with their culture and values, then get clicking, it’s worth it.

Business Growth – Values

In times of economic uncertainty, recession and tough markets, business growth is even more challenging.  Here is the second of 3 videos in which Ruth Sanderson explains critical components that enable business growth.  The second component are the company’s values.  Although equally important are the leaders values too.

Company Purpose and Passionate Employees – the imact on staff and bottom line

A company with a well-defined purpose and passionate employees who share it, can unleash a massive boost of employee enthusiasm that can only be born when purpose and passion align. Unfortunately, this is a ‘free’ resource that most companies are not tapping into nearly enough.

Stephen is among a growing number of talented individuals who have struggled with finding a role in their organizations in which their purpose and passions could flourish.   Moving up the career ladder he eventually felt so disconnected with his profession he wondered what it was that even attracted him to it in the first place.  At this current phase in his career he was spending more and more time with politics and less on building meaningful relationships, making a difference and achieving any kind of success or results.  “I began to wonder why I turned up, each day I felt a little more of my energy and enthusiasm disappear.  I was also getting more frustrated at the lack of authenticity within the company, what it said it stood for and what it asked for / rewarded where very different.  At this point I decided enough was enough and I needed to take action.  The very first action being to take time for myself and consider my future, so I hired my coach.”

This phase of reflection helped Stephen to see just how inauthentic he too had become, slowly his values and strengths and passion had been eroded and he had to accept that he’d let that happen.  However the coaching also helped him to reconnect to what was really important, both in terms of why he’d originally chosen that profession and also what was important to him now.  This discovery process enabled him to connect not only to his purpose but back to his real self.

Then came the review of his current job and company.  Armed with what he knew about himself and what he wanted for his future he could evaluate his next steps and his relationship with the company.  In Stephen’s case he decided that the company was no longer the right environment for him, realising he’d be asked to compromise again in order to fit in and get on, yet this time he’d be doing it consciously which was even worse.

Interestingly (and weirdly all too common) when he went to resign the organisation came back with a salary increase, He promptly refused, but they said they really valued him and so offered an even bigger financial package.  “At that point I had an insightful discussion with my boss and explained just how much either he or the company didn’t understand me if this was their approach”.

Many talented people we speak with mention that within their career or job it is core that they can express themselves and have a sense of fulfilment.  That success without this is no longer real success.  Of course they have mortgages to pay and people to feed, at least one being themselves.  Yet they very often take the most courageous decision of all, push through the fear and pursue this intrinsic desire for a life and career filled with meaning and purpose.

Stephen moved on to a role and company that played to his strengths, shared his values and their corporate mission was aligned with his purpose.  “I’m invigorated, what I achieve in a day is phenomenal compared to before.  Yes there are tough days and occasionally I still ask myself why I’m doing this, but the difference is now an answer comes back and it gets me going again.”

Many large organizations do take the time to define a corporate mission that underpins their vision of the future.  The short sentences can be used as a guiding compass and a decision making tool for everyone’s actions.  This enables those that are considering joining to decide if it aligns with who they are too.  If these sentences are a shell then the worst that happens is they recruit someone who buy’s the shell and within 6 months finds it’s hollow.  Then it becomes an expensive business as they move on or even more expensive if they decide to stay.   Mission, values, vision and purpose are valuable leverage points for both an organisation – whatever the size and an individual.  When they coincide the payback for all is huge.  As Stephen’s story shows there are some things you just can’t buy.

The Benefits of Aligning Corporate Mission with an Individual’s Purpose

A company with a well-defined purpose and passionate employees who share it can unleash a massive boost of employee enthusiasm that can only be born when purpose and passion align.   Unfortunately, this is a ‘free’ resource that most companies of all sizes are not tapping into nearly enough.

Wayne is among a growing number of talented individuals who have struggled with finding a role in their organizations in which their purpose and passions could flourish.   Moving up the career ladder he eventually felt so disconnected with his profession he wondered what it was that even attracted him to it in the first place.  At this current phase in his career he was spending more and more time with politics and less on building meaningful relationships, making a difference and achieving any kind of success or results.  “I began to wonder why I turned up, each day I felt a little more of my energy and enthusiasm disappear.  I was also getting more frustrated at the lack of authenticity within the company, what it said it stood for and what it asked for / rewarded where very different.  At this point I decided enough was enough and I needed to take action.  The very first action being to take time for myself and consider my future, so I hired my coach.”

This phase of reflection helped Wayne to see just how inauthentic he too had become, slowly his values and strengths and passion had been eroded and he had to accept that he’d let that happen.  However the coaching also helped him to reconnect to what was really important, both in terms of why he’d originally chosen that profession and also what was important to him now.  This discovery process enabled him to connect not only to his purpose but back to his real self.

Then came the review of his current job and company.  Armed with what he knew about himself and what he wanted for his future he could evaluate his next steps and his relationship with the company.  In Wayne’s case he decided that the company was no longer the right environment for him, realising he’d be asked to compromise again in order to fit in and get on, yet this time he’d be doing it consciously which was even worse.

Interestingly when he went to resign the organisation came back with a salary increase, he promptly refused, but they said they really valued him and so offered an even bigger financial package.  “At that point I had an insightful discussion with my boss and explained just how much either he or the company didn’t understand me.”

Many talented people we speak with mention that within their career or job it is core that they can express themselves and have a sense of fulfilment.  That success without this is no longer real success.  Of course they have mortgages to pay and people to feed, at least one being themselves.  Yet they very often take the most courageous decision of all, push through the fear and pursue this intrinsic desire for a life and career filled with meaning and purpose.

Wayne moved on to a role and company that played to his strengths, shared his values and their corporate mission was aligned with his purpose.  “I’m invigorated, what I achieve in a day is phenomenal compared to before.  Yes there are tough days and occasionally I still ask myself why I’m doing this, but the difference is now an answer comes back and it gets me going again.”

Many large organizations do take the time to define a corporate mission that underpins their vision of the future.  The short sentences can be used as a guiding compass and a decision making tool for everyone’s actions.  This enables those that are considering joining to decide if it aligns with who they are too.  If these sentences are a shell then the worst that happens is they recruit someone who buy’s the shell and within 6 months finds it’s hollow.  Then it becomes an expensive business as they move on or even more expensive if they decide to stay.   Mission, values, vision and purpose are valuable leverage points for both an organisation – whatever the size and an individual.  When they coincide the payback for all is huge.  As Wayne’s story shows there are some things you just can’t buy.