{"id":135,"date":"2016-11-17T18:57:29","date_gmt":"2016-11-17T18:57:29","guid":{"rendered":"https:\/\/greensummit.co\/?p=135"},"modified":"2016-11-17T18:57:29","modified_gmt":"2016-11-17T18:57:29","slug":"java-with-joe-its-not-about-building-trustits-about-building-belief","status":"publish","type":"post","link":"https:\/\/greensummit.co\/?p=135","title":{"rendered":"Java with Joe: It\u2019s Not about Building Trust\u2026It\u2019s about Building Belief!"},"content":{"rendered":"

\"mugs\"<\/a><\/p>\n

In these Java with Joe<\/em> sessions, we talk about the questions that many leaders are struggling with as they work to build a more engaged workforce and a more productive organization. If you\u2019d like to join the conversation with a comment or a question of your own, something that\u2019s keeping you up at night, please jump in.<\/p>\n

So, here we go.<\/p>\n

To say that this presidential election was one of the most controversial and emotional in recent memory would be a complete understatement!\u00a0 No matter how you voted, you\u2019d probably agree that one of the election\u2019s most noteworthy ( or should I say depressing?) features is that despite the very real differences between Ms. Clinton and Mr. Trump, they both had one thing in common: according to the polls (which of course had some issues of their own), both candidates set record \u201clows\u201d for trustworthiness.<\/p>\n

Trust matters. No organization\u2014whether it\u2019s a small business, a Fortune 100 global giant, or the government of a nation\u2014can function effectively over the long term unless its people basically believe that its leaders can generally be trusted to speak the truth and do the right thing. \u00a0That\u2019s undoubtedly why I\u2019m so often asked by leaders I meet with, \u201cHow can I build greater trust in my organization among our employees? \u201d <\/em><\/p>\n

I think the answer is embedded in the last paragraph. If you want to build trust among your employees, you have to change what they believe<\/em> about your organization. More specifically, you need to create an environment that encourages your employees to hold these five critical beliefs:<\/p>\n

\u00a0\u201cI believe our leaders are genuinely connected to the mission of the organization, and put that mission first in their decision making. \u00a0<\/em><\/p>\n

\u201cI believe our leaders are thoughtful and predictable in their decision making.\u201d<\/em><\/p>\n

\u00a0\u201cI believe our leaders care about me and what\u2019s important to me.\u201d <\/em><\/p>\n

\u00a0\u201cI believe our leaders value and respect my opinion.\u201d \u00a0<\/em><\/p>\n

\u201cI believe our leaders understand and appreciate what it takes to get my job done.\u201d<\/em><\/p>\n

How do you build these beliefs? You do the things we talk about in this blog all the time. You talk to your people about the organization\u2019s mission, about what it means to you personally. You explain how any given decision is related to that mission. You put yourself in your employees\u2019 shoes, just as you do with your customers; you ask what\u2019s important to them, and what the organization can do to meet those needs. Then you make a genuine effort to deliver on those ideas\u2014or explain why you can\u2019t. You set a high bar for performance, do everything you can to remove the barriers to your employees\u2019 success, and celebrate when they\u00a0 \u201cdo the ordinary things exceptionally well.\u201d You say thanks more often, and place blame less often.<\/p>\n

Do these things day in and day out, and your employees will believe in you and your organization. Do these things and your employees will trust you, because you\u2019ve earned their trust.<\/p>\n","protected":false},"excerpt":{"rendered":"

In these Java with Joe sessions, we talk about the questions that many leaders are struggling with as they work to build a more engaged workforce and a more productive organization. If you’d like to join the conversation with a comment or a question of your own, something that’s keeping you up at night, please […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-135","post","type-post","status-publish","format-standard","hentry","category-uncategorized"],"_links":{"self":[{"href":"https:\/\/greensummit.co\/index.php?rest_route=\/wp\/v2\/posts\/135","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/greensummit.co\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/greensummit.co\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/greensummit.co\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/greensummit.co\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=135"}],"version-history":[{"count":1,"href":"https:\/\/greensummit.co\/index.php?rest_route=\/wp\/v2\/posts\/135\/revisions"}],"predecessor-version":[{"id":136,"href":"https:\/\/greensummit.co\/index.php?rest_route=\/wp\/v2\/posts\/135\/revisions\/136"}],"wp:attachment":[{"href":"https:\/\/greensummit.co\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=135"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/greensummit.co\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=135"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/greensummit.co\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=135"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}