Do you make it safe for yourself and others to screw up sometimes?
Securing information to secure your own value is nothing but a fallacy.
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?
Did you watch the Olympiad rowing races? We were just talking with a client whose son was at one time an Olympic rowing hopeful.
When he competed at the national level, he had to earn his spot on the team not by how well he performed, but by how well the crew performed when he was a part of it.
Olympic rowing crews have eight athletes who’re nearly identical. Raw skill, talent, physical strength – there’s not much difference among them.
The competitions are 1.24 miles. The margin by which those races are won or lost?
What do you suppose allows the winning boat to pull ahead?
Rhythm. Chemistry. Teamwork.
Technical skill? Tenacity? Strength? Not enough. Olympic rowers make the cut by tuning in to how their individual efforts contribute to – or get in the way of – the team’s objective. By being empathetic.
By caring more about the boat than themselves.
Does this sound like your team? Or is your team not that in sync – yet?
Your team can develop this level – a world class level – of teamwork. Working with other people fluidly, collaboratively, trustingly is a skill. An acquirable skill. A skill you can lead the people in your team to acquire – through working this week’s Trust Tip:
Helping people learn new skills is a behavior that builds Trust of Capability. You can use this Tip to support people to develop a range of new skills. In my experience, the skill people need the most support to master is building and sustaining high trust, highly collaborative relationships that produce results.
This Tip will help you take a step to master that skill…and help others take a step to master it, as well.
If you’re already signed up for Reina’s newsletter, this Tip will be delivered straight to your inbox. If you haven’t signed up yet, please do.
You’ll not only get this Tip, but also get on the list to regularly get fresh, research-backed tips and tools to help you and the people in your team work together more effectively.
Yours in trust,
Dennis Reina, PhD
Do you consistently ‘nail’ every conversation you have at work?
After talking to you, do people always, without fail, walk away with…
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.
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.
“It is well with me only when I have a chisel in my hand.”
I don’t do well when I don’t know what to do next.
When I spin.
When I’m riddled with doubt.
I actually feel physical pain when I’m deeply uncertain about which course of action will produce my desired result.
How about you? I’d imagine you’re not a big fan of ambiguity, either. Especially when it comes to negotiating your relationships. And especially when it comes to healing relationships that have gone off track.
Here’s where I can help.
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:
“There seems to be only one right way to do anything – and that’s his way.”
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,
We just sat down with Dan Loney of Wharton’s @BizRadio111. What a cool guy. We loved talking with him!
Dan asked provocative questions about how trust works in our workplace relationships. Our conversation was stimulating, and we know you’d benefit from listening to it. The catch?
Astronaut Scott Kelly just spent an unbroken year in space, setting a U.S. record. TIME Magazine chronicled Kelly’s time aboard the International Space Station in its documentary, A Year in Space.
As I watched Kelly’s story, I was riveted. Not just by his passion and commitment, but by his remarkable capacity for trust. Trust in himself. Trust in his fellow astronauts. Trust that a million moving parts would get him safely into space and back.
Trust that when he returned, everything he left behind on Earth would still be here, waiting for him.
Among the many tools Scott Kelly gave us to develop our own capacity for trust, here are the 5 most critical:
Every day, from the time we wake up and our feet hit the floor, we are managing expectations. Expectations others have of us. And, expectations we have of them.
Telling the truth can be difficult.
In my work, people ask me to help them strengthen trust in their relationships. I work with individual leaders; other times with teams or entire organizations. Regardless of the scope of the engagement or place in the world I’m working, however, I’ve found that when it comes to trust, the same core issues surface. Among the most challenging of these issues?
Your trustworthiness is your most powerful asset — both in business and in life.
Think about it.
What are the gains you experience when people trust you? What can you count on when your trustworthiness isn’t in doubt?
We’ve worked with hundreds of teams in different parts of the world. They all share many things in common. One in particular has stood out to us.
Regardless of geography, industry, or function, the #1 killer of trust in those teams is the same:
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?”
You want to be trusted at work. We all do. We all want others to believe we’re good, capable people, guided by the best intentions.
A truth about trust? It’s reciprocal. To get trust, we have to give it first.
What does it look like when we give trust?