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Trusted Leader Blog

Access leadership and trust building communication tips to help you improve team productivity and safety.

How Leader Behaviours accidentally contribute to The Great Resignation

How Leader Behaviours accidentally contribute to The Great Resignation

Sitting in front of me is Emma, a quietly spoken woman with dark hair that softly frames her face. She is nervous and avoiding eye contact with me.

We are here to discuss what she believes the leadership team need to do to create a high-trust culture.  Despite her visible nervousness, her answers are succinct and articulate. It is clear that she is loyal to the company, loves her job and colleagues.

6 Smart Techniques to Help Employees Understand the Meaning of Work

6 Smart Techniques to Help Employees Understand the Meaning of Work

Meaningful work is something we all crave. When we understand the meaning in the work we do, it increases our engagement and intrinsic motivation.

The Energy Project, a training and consultancy company, surveyed more than 12,000 employees across a range of companies and industries. They found a direct correlation between finding meaning in work and high performance.

How you damage your reputation when you call yourself a Trusted Leader

How you damage your reputation when you call yourself a Trusted Leader

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.

8 Powerful Ways for Team Leaders to Create a Culture of Accountability

8 Powerful Ways for Team Leaders to Create a Culture of Accountability

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.