Trust is the operating system of every organization and every relationship.
Think about that metaphor.
If the operating system on your computer is flaky, nothing seems to work right. Even if you have the best software programs, an unreliable operating system will cause you constant grief.
The same goes for the trust levels in organizations and relationships. Where trust is fragile, people are always looking over their shoulders. They’re reluctant to share information, collaborate, or accept accountability for results. In low-trust environments, everything seems to slow down. Nobody seems willing to do much of anything without a lot of hoop-jumping and multiple approvals.
We have all been there, anybody who has ever had any level of leadership role has been through it, and you experience failure just when your team was running like a well oiled machine. Now their confidence in you, and ...
How To Be The Leader They've All Been Waiting For Forbes An old colleague and leadership expert used to relate a little parable about the great British prime ministers, William Gladstone and Benjamin Disraeli.
We live in an era in which increasingly, leaders who are authentic, and who translate this into shared value for their people, whether shareholders or stakeholders, employees, customers or constituents, are the ones who have true and lasting impact - ultimately making the world a better place to live in. [...]
Wu Feng was a Manchurian diplomat in the 1700s who was posted with an aboriginal tribe in the outskirts of Taiwan.
He befriended the aboriginal chief, whose tribe beheaded one of its members every year as a form of sacrifice. Each year Wu Feng pleaded, with all his compassion and reverence for life, for the chief to put to an end to this custom. The chief would listen respectfully, then summon the chosen tribe member and without hesitation behead him.
Finally, after living with the tribe for 25 years, Wu Feng once more pleaded with the chief to stop the killing. But this time, when the tribe member was called forth, Wu Feng took his place and said, “If you will kill this time, it will be me.”.
The chief stared long into his old friend’s eyes. He could not kill him. And from that day, the practice of beheading stopped.
I live in a culture that makes everything a contest. We take metaphors from sports and try to apply them to every activity of life. We live in a time when the language of athletics has become abbreviations to describe how we live.
Why Workplace Leadership Is About to Get Its First Major Makeover in Over a ... Huffington Post (blog) Our common and traditional approach to leadership hasn't significantly evolved since the dawn of the industrial age.
Don Cloud's insight:
Leaders, people, and organizations either evolve or go "extinct"...now is the time for a big evolutionary leap forward to unleash the untapped/under tapped potential of the net generation!
Being a true leader, says Simon Sinek, author of Leaders Eat Last: Why Some Teams Pull Together and Others Don’'t (Penguin), isn’t about being in charge, having all the answers or being the most qualified person in the room. Instead, it’s about creating a “circle of safety,” a culture that leads people to feel protected and free from danger inside the organization.
Anybody who feels that far too many company reports and websites boast of a commitment to innovation will not be surprised to learn that this is the most cited value in a survey of how Standard and Poor’s 500 companies present their corporate culture. Innovation – mentioned by fully 80% of companies – was followed by those other staples, integrity, respect and teamwork.