Trust Energizes Organizations

 

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By Linda Fisher Thornton

How transformational is the power of trust in organizations? It increases capacity and improves performance. It improves work satisfaction and quality of life: 

“Compared with people at low-trust companies, people at high-trust companies report: 74% less stress, 106% more energy at work, 50% higher productivity, 13% fewer sick days, 76% more engagement, 29% more satisfaction with their lives, 40% less burnout.”                        

Paul J. Zak, The Neuroscience of Trust, HBR

Trust is no longer considered a “nice to have” element in the effective workplace. It is a “must have” element that energizes the whole organization. Working in a safe high-trust environment, people can do extraordinary things.

On Monday I received a Trust Across America 2017 Top Thought Leaders in Trust award an12317-trust-mag-cover-featured a Lifetime Achievement Award. It is quite an honor to be recognized along with so many notable champions for trust.

See the short articles contributed by the Trust Across America 2017 Top Thought Leaders in Trust: Lifetime Award winners in the latest issue of TRUST! Magazine. This quote is from my piece on What Trust Means to Me on page 13: 

“When people work in a high trust environment, they experience the freedom and space to excel that leads to nothing less than organizational magic.”

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Learn To See Through All 7 Lenses of Ethical Responsibility

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Never Underestimate The Power of Trust

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By Linda Fisher Thornton

Trust is powerful. It is being recognized as a pivot point in business and a powerful catalyst for financial success. This updated Harvard Business review article connects trust with ROI and risk management:

A low-trust environment makes everything about doing business more difficult… loss of trust leads to higher transaction costs, lower brand value, and greater difficulty attracting, retaining, and managing talent. Ultimately, it can mean boycotts, negative publicity, and unwanted regulation.”

Beinhocker, Davis & Mendoca, 10 Trends You Have to Watch, HBR.org.

Trust is a Powerful Market Differentiator

A recent World Economic Forum report on the evolving role of trust in business describes the power of trust in the market:

“If these trust-rich, more resilient companies are the survivors of each period of turbulence, then they will come to dominate the market – and the model of the high-trust corporation will become prevalent.”

World Economic Forum, The Evolution of Trust in Business: From Delivery to Values

I like the term “trust-rich” because it describes the ability of trust to transform every corner of a business or organization. It also describes the positive financial impact that results from consistent trustworthy leadership.

Is your organization “trust-rich?”

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Prepare Your Leaders For Ethical Leadership Future – Help Them Learn To See Through The 7 Lenses®. 

Learn how ethical expectations are increasing, and what you can do to stay ahead of the curve.  

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Unleash the Positive Power of Ethical Leadership®

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What’s Does Genuine Respect Look Like?

By Linda Fisher Thornton

We can disagree calmly in ways that help us solve problems together, or we can show our stripes by using aggressive behavior under the banner of “with all due respect.” Whichever approach we use, how we interpret respect impacts the people around us. 

There is no place for disrespectful behavior in a “good” society. Even if we agree on that point, respect can be understood from a variety of angles. You may already be thinking of a leader who operated in the red zone (in the graphic above), creating a toxic environment that caused emotional harm.

Real respect is not one dimensional.  

You may have also encountered people operating in the yellow zone who were carefully polite but did not go out of their way to help others or demonstrate care.  

Real respect is not selective. It’s not selfish.

How we choose to offer respect to others is an ethical issue. A narrow view – for example, “I will respect whoever I choose to respect and no one else” can lead to negative interpersonal behavior, which increases tension, conflict and stress. 

Leaders with a SELFish understanding of respect may look for opportunities to BENEFIT THEMSELVES by using respect selectively. 

Leaders with an OTHERish understanding of respect might look for opportunities to BE FAIR AND EQUAL in respecting others, not showing favoritism to certain groups, but showing respect for all. 

Respect at the highest level incorporates positive intent and impact. 

Leaders with a high level OTHERish understanding of respect (that incorporates care for others) will go beyond using polite behavior to look for opportunities to help and be in service to others. They will tend to stay in the green zone, where they don’t just “not offend people,” they have an intentional positive impact on others.

I think of the “respect” in the yellow zone as only the minimum standard for interpersonal behavior. Don’t great leaders give so much more?

Top 100 Leadership Blog

axiombronze

 

 

Prepare Your Leaders For Ethical Leadership Future – Help Them Learn To See Through The 7 Lenses®. 

Includes how ethical expectations are increasing, and what you can do to stay ahead of the curve.

Click the cover to read a free preview!

 

LeadinginContext.com  

Unleash the Positive Power of Ethical Leadership®

©2016 Leading in Context LLC

 

10 Ways The Leadership Relationship is Changing (Part 1)

Our-understanding-of (5)By Linda Fisher Thornton

A convergence of positive trends is changing leadership expectations, and today I want to explore how those trends are changing the leadership relationship. 

There is no effective leadership based on position power and control in the workplace anymore. Employees have choices. They seek meaningful work that is more than “just a job.” Leaders who miss this shift will wonder why they can’t keep good people. 

“The whole notion of “positional leadership”—that people become leaders by virtue of their power or position—is being challenged. Leaders are instead being asked to inspire team loyalty through their expertise, vision, and judgment.”

Leadership Awakened, Nicky Wakefield, Anthony Abbatiello, Dimple Agarwal, Karen Pastakia, & Ardie van Berkel, Deloitte University Press

Succeeding with position power is about being the one in charge, but that approach doesn’t work well with today’s top talent. This shift in power is completely changing the skill sets that leaders need. 

Here are the first 5 of 10 Ways the Leadership Relationship is Changing:

  1. From “making sure people work harder” to “making the workplace more pleasant” (so people can work effectively)

  2. From monitoring and correcting to engaging and coaching

  3. From delegating tasks to collaborating and co-creating

  4. From using authority to control people to using care to support people

  5. From separate offices for leaders to open work spaces with equal footing

These 5 changes in the leadership relationship are not happening everywhere yet, but they are happening in the best-led organizations. Are you seeing them in your workplace?

Our understanding of “good leadership” is evolving. This shift is being fueled by increasing leadership expectations – I wrote about them in 7 Lenses and in these posts:

Leaders need to adapt to a changing landscape so that they can attract, engage and keep great people. Stay tuned for Part 2 of this series, when I will share 5 more of the 10 Ways the Leadership Relationship is Changing. 

Top 100 Leadership Blog

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Prepare Your Leaders For Ethical Leadership Future – Help Them Learn To See Through The 7 Lenses®. 

Includes how ethical expectations are increasing, and what you can do to stay ahead of the curve.

Click the cover to read a free preview!

 

LeadinginContext.com  

Unleash the Positive Power of Ethical Leadership®

©2016 Leading in Context LLC

 

 

 

 

 

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