Imagine a management team that has had a tough few years - dwindling revenue, archaic systems and processes that need an expensive overhaul and unhappy customers. A new CEO is brought in to steady the ship. One of his first jobs is to refresh the leadership team, stabilise losses and improve productivity.
Trusted Leader Blog
Access leadership and trust building communication tips to help you improve team productivity and safety.
Posts by Marie-Claire Ross:
For many leaders, managing trust in their teams is challenging because there are three different forces at play.
One of the challenges with being a leader is balancing cultivating a friendly, warm environment, while holding employees accountable to get more done at the right standard.
We all thrive when we feel trusted and when we trust others.
Trust is an emotion that's difficult to explain why it's important to us. These trust in business quotes help put context around the importance of trust at work.
Have you ever had a conversation with a boss and their reaction or language changed how you felt about them in that moment?
If you do a search on LInkedIn for Trusted Leader, you'll find around 1 million people have the audacity to label themselves "Trusted Advisor," "Trusted Leader" or even "Trusted and Inclusive Leader."
I say audacity because telling people you are trustworthy (particularly early in a relationship) is actually a red flag that you're not.
Did you know that only 1 in 10 senior leaders trust their peers to deliver all of the time?
Did you know that one out of every two managers is terrible at accountability?
According to a study published in Harvard Business Review that researched 5,400 managers globally, 46% were rated “too little” on the item, “Holds people accountable — firm when they don’t deliver.” It didn't matter what type of leader- the results held steady for C-level executives, middle managers, supervisors and even subordinates. In different countries and cultures.
One of the common issues companies have to deal with are silos forming between departments.
Executives spend their career delivering in their area of expertise. Once they get into the leadership team, it’s no longer about how their function is performing, but the organisation overall.