Have you ever confided in someone at work, only to discover what you shared got spread to other people?
Often when people think about boundaries, they think about containing something.Continue reading
You just had a conversation in which you agreed to do something. You made a commitment. How do you want the other person to feel, as they walk away from you?
Ever experienced doubt about the level of trust you’ve built at work?
Do you wonder where you stand? Not just with your boss, but with other key people?
Unsettling, isn’t it?
You’re not alone.
You want to be a leader who thrives. You can’t thrive if people don’t trust you.
Handing over the reigns.
Letting other people take control.
Encouraging them to call the shots.
Easier said than done, right? Especially when the stakes have gotten so high, the margins so slim, and the competition so fierce.
Do you remember when you learned to read a stop sign? Probably not. You were pretty young.
But now that you know, you can’t go back to seeing just a bunch of white squiggles on a red background, right? You’re aware.
This awareness is potent. It keeps you from hurting other people or yourself when you’re behind the wheel.
Self-awareness keeps you from hurting people, too.
Here are 3 ways to develop it:
The manager who took his manufacturing plant from lowest to highest producer nationwide within 18 months.
The VP of Finance who increased engagement by 25% and got a faltering $30 million initiative back on track.
The Nursing Director of a renowned research hospital who spearheaded a controversial, hardline “no gossip” policy…and saw employee and patient satisfaction scores increase by double digits.
The team leader who stepped away from a meeting to call his wife, and ended up having the best conversation he’d had in 10 years.
What do these people have in common?
They know their success and satisfaction – both in business and in life – depends on trust. They know trusting relationships are built by making certain choices. Specifically, choices around how they show up in their relationships with other people.
In other words, their behavior.
Are you willing to make different choices about your behavior? Choices guaranteed to build trust in your ability to lead, both at work and outside of work?
After all, you don’t need direct reports to be a leader. You’re already accountable – to yourself. You lead your own life, right?
My partner Michelle and I built a new tool for you. It’s an online trust quiz, it’s free to use, and it only takes 60 seconds. Can a 60 second quiz actually help you become a stronger leader…both of others, and of yourself?
We’ll be straight with you: building and sustaining trust is hard work. It’s not a one-and-done, plug-and-play exercise. To become a high trust leader – a high trust person – you’ve got to work at it. We all do.
But that’s what leadership’s all about, right? Working at it. If you agree, you’re in the right place, because we‘re here to support you.
We built this quiz for you – to help you take on trust, build trust, and sustain trust in the relationships you most value.
The quiz is scientifically proven. It’s actually a thumbnail sketch version of our statistically reliable valid and assessments, which are backed by 25 years of trust-focused research and global application.
Take the quiz. It’s free, and it only takes a minute – literally.
You’ll learn key behaviors you already practice to build trust. You’ll learn how to do more of what you’re already doing right!
And, you’ll learn where you can make stronger choices in how you behave. You’ll discover where to devote your focus, energy, and attention.
You’ll come away with scientifically proven tips, steps, and tools to dig in and take trust in your leadership to the next level. You can’t find these resources anywhere else. Why?
Because we’re the only trust experts around who’ve devoted our entire professional lives to trust building.
Take the quiz. Invest 60 seconds. Learn what you can do to truly connect with and bring out the best in other people…and in yourself.
Yours in trust,
Dennis Reina[Photo courtesy of Unsplash]
I was just in Manhattan facilitating a trust workshop. Women leaders from all over the metropolitan area had rolled up their sleeves, ‘gone to work,’ and stepped into real conversations about trust.
In a powerful truth-speaking moment, one woman asked a provocative question about trust – or, rather, the lack of it:
Often people tell me how they struggle to speak the right words to keep trust alive in their workplace relationships, especially in emotionally charged moments.
People often tell me how much they need to be able to count on one another to come through, particularly during this period of doing more with less.
Think about it for a moment. When you do what you said you’d do, you give people concrete evidence that you can be trusted. Trust is your relationships’ adhesive. Without it, everything gets harder and takes longer.
Over the years, people have asked us why we called our book Trust and Betrayal in the Workplace.
Betrayal is a strong word. It’s complex and emotionally provocative. For some, it’s downright off-putting.
“When you used the word betrayal,” people have said, “surely you knew you’d risk losing potential readers. If you wanted to make a contribution – to make people’s lives better – why would you use a word that could make people uncomfortable? Or, even push them away from your message?”