Not for $ale
Trust is not a commodity – you can’t buy it and trying to sell it is in direct contradiction to its definition. Trust, simply put, is “I’ve got your back, you’ve got mine. I feel valued and safe.” Employees who know their value and who know they are not in it alone are in a state of trust. The outcomes are measurable in customer satisfaction and the maximizing of time and money.
When we started The Landscape University™ we knew intuitively that creating a common vision of excellence, developing skills (“weeders to leaders”), listening to concerns, delivering on promises and rewarding excellence all equated to a workplace culture of trust. Budgets were not increased to design and implement Landscape U. We sat around tables with flipcharts during breaks and in dedicated conversation time. Every meeting was not consumed with detailing the nuts and bolts and devising an incentive plan; we spent a great deal of time talking about what we value and how we trust.
- We value authentic communication and engage in it regularly – we make time for it in our schedule.
- We value We know our history, what matters to each of us and how our “life” is in balance with our work.
- We value integrity in word and deed and work to reduce mixed-signals. We know that “walking the talk” sends a clear signal of commitment.
- We value the notion that trust breeds trust and trusting those who report to us and those we report to sparks a process of trust growth.
In August of last year Psychology Today dubbed trust as the new workplace currency – and knowing how to build that trust is essential for any leader, manager or supervisor. Great Place to Work published the results of 25 years of research and data from millions of employees and it says the same thing – trust is central – the key – to a great work place.
While trust is not for $ale – it is valuable.