I have just finished listening to Covey speak about The Hidden Variable that Drives Execution. The discussion was on TRUST being the “Performance multiplier.” As I listened to it, it brought back various memories about transformations, acquisitions, and other endless strategies that I have witnessed or read about or been a part of, and made me really think about if the leaders considered trust as the critical element in results. How many believe the formula of a great strategy and execution is results? Ask yourself, in your opinion what else might you want to consider to be a part of that equation? As a professional, are you measuring your employee engagement? Is trust the element that is our number one hurdle which is increasing excessive rules in organizations, driving politics in orgs, causing the employee disengagement and high turnover amongst other concerns? Is having an average trust ratio enough? What is your approach within your organization to increase trust? What about with M&As and/or restructuring? How important is it in your opinion to have transparency, and are you implementing a strong communication plan and enlisting your employees? As an HR professional, what controls do you have in place to ensure strategy, with consideration that the controls don’t diminish trust? Do you consider sharing the WHY behind the WHAT? If so, this goes hand in hand with the consideration of HOW you do what you do vs. just the WHAT. This reminds me of a book I recently read. See my blog on How. In your opinion, are you working in a high or low trust culture? Have a think about what behaviors you see and what behaviors are driving the individuals’, team and organization. What can and what are you doing to unequivocally address it and change positively impact the culture?  What measurements are you using? What other elements are you measuring besides trust- perhaps looking at the elements within trust? Covey pointed out that low trust can be changed and trust can be learned!  What about leadership; what are some of the leadership behaviors in your organizations that are driving a high or low trust culture? Is it leadership that drives and inspires and extends trust? As a leader, if you aren’t driving trust, are you leading efficiently and effectively? If you have low trust in your organization, what is the correlation to productivity, creativity, innovation as well as other organizational concerns? So many questions come to mind such as: When you think of trust, what comes to mind?  How are you currently evaluating trust? How have you improved things with increasing trust? When were you recognized as inspiring and extending trust? What results do you correlate with trust? I agree with Covey, “How we do what we do makes all the difference!”  I encourage you to listen to the recording by Covey, it is available for a limited time only, here is the link: www.speedoftrust.com/replay. When you consider your potential, ponder trust and how it correlates with you meeting potential. Enjoy!
 

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