Trust in Business Archives - Page 6 of 11

Volatile & Vulnerable Global Context | Trust Trends 2014 Series

20 May 2014

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Categories: 8 Pillars, Character, Globalization, Trust in Business, Trust in Government, Trust in Leadership

The three-speed global economy is volatile, and a deficiency of trusted leadership makes the entire world vulnerable.

The global context is marked by volatility and vulnerability. The global population is rising quickly, resources are growing scarce, new technology is causing constant disruption, employment rates are on the downswing, and tensions remain. The three-speed global economy is volatile, and it’s not a good time for a crisis of leadership. A deficiency of trusted leadership makes the entire world vulnerable.

Answer to the Trust Crisis | Trust Trends 2014 Series

13 May 2014

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Categories: 8 Pillars, Business Trust, Leadership Tips, Trust in Business, Trust in Government, Trust in Leadership

In 2014, eight key global trends reveal that the world is in a trust crisis, and developing the eight-pillar framework of The Trust Edge is the way out. From the Cyprus bank fiasco and Edward Snowden’s leaks to the Syria chemical weapons attack and horsemeat scandals, stories of distrust are overflowing from the news. These trust breaches are combining with trends of rapid change to leave the world in a volatile state. Worse yet, leaders are leaving our world vulnerable.

Avoid Hefty Contracts | Building Trust with Gen Y Series

13 February 2014

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Categories: 8 Pillars, Building Trust, Commitment, Leadership Tips, Trust, Trust in Business, Trust in Leadership, Trust in Relationship

Stay away from hefty long-term contracts. (9 of 9 in series)

Millennials are just as committed as boomers, but it looks a whole lot different. Whereas boomers and prior generations were committed to companies, Gen Y is committed to meaningful missions. They get passionate about social issues and think of organizations as platforms to carry out their purpose/mission. According to Marcus and Jane Buckingham, millennials are expected to have at least seven positions during their careers.

Set High Ethical Standards | Building Trust with Gen Y Series

6 February 2014

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Categories: 8 Pillars, Building Trust, Business Trust, Character, Consistency, Leadership Tips, Trust in Business, Trust in Government, Trust in Leadership, Trust in Relationship

Set and expect high ethical standards. (8 of 9 in series)

The 2013 Edelman Trust Barometer found that only 17.5% of people around the globe trust their business and government leaders. The sad truth is that Gen Y expects ethical mishaps from many of their leaders and they’re probably personally influenced by grimy college experiences and superficial reality television shows. There is great opportunity for improvement, and Gen Y wants it.

Provide the Newest Technology | Building Trust with Gen Y Series

30 January 2014

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Categories: 8 Pillars, Building Trust, Business Trust, Competency, Leadership Tips, Trust in Business, Trust in Leadership, Trust in Relationship

Provide the newest technology. (7 of 9 in series)

The lives of Gen Y mark the dawn of post-humanism. Gadgets are like an extension of a millennial, allowing them to work better and faster. And, they’ve projected and marketed avatars of themselves through social media for a decade. They become quickly frustrated using techniques and tools that are outdated, because they know better technology will allow them to work smarter, not harder, and get better results. Provide the latest technology that makes sense, provide opportunities to sell you on the value of other technology, and seriously consider the impact. You might be surprised at how many resources they’re aware of, and how they can help.

Reasonable Flexibility | Building Trust with Gen Y Series

23 January 2014

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Categories: 8 Pillars, Building Trust, Business Trust, Clarity, Commitment, Leadership Tips, Trust in Business, Trust in Relationship

Give flexibility instead of a strict 9-to-6 Monday through Friday schedule. (6 of 9 in series)

According to a recent Fox Small Business report, 85% of Americans say that their stress is a serious health issue. American millennials desperately want to find a healthy balance. They’re victims to some of the world’s worst divorce rates, and they don’t want their children to experience the same hardships. Part of their strong desire for meaning is fulfilled through flexibility that allows them to scamper away from the office for their daughter’s early Monday afternoon piano recital, to have lunch with their family on Wednesday, and to hit the gym on Thursday morning. The lines between work and home are blurred for Gen Y. They’re happy to make up time over the weekend and interested to work from their home office using Skype and Google Docs. Bring happiness to your millennials through flexibility and accountability, and you’ll gain deeper commitment, and, in turn, better results.

Data Breaches and Trust | Rebuilding Trust

20 January 2014

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Categories: Business Trust, Trust in Business, Trust in Technology

Target Corporation must focus on developing trust with their consumers after their major data breach. Check out Dave’s interview with Roshini Rajkumar on WCCO radio on 1-19-2014.

http://cbsloc.al/1igTMXx

Manage without Hovering | Building Trust with Gen Y Series

9 January 2014

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Categories: 8 Pillars, Building Trust, Commitment, Competency, Leadership Tips, Trust in Business, Trust in Government, Trust in Leadership, Trust in Relationship

Avoid managing like a helicopter boss. (4 of 9 in series)

Gen Y’s distaste for institutions makes them a different experience to manage. Their objectives for meaningfulness and fulfillment make them best-off to manage with a coaching tilt. They find fulfillment and meaning in their own personal development, and managers can function as catalysts in the process. They need their managers to give deadlines and hold them accountable to deliverables, but they respond best to managers who come alongside of them, remove barriers, and give constant feedback. Millennials want this type of customized constant feedback from their leaders because it’s what they’re used to. They were told they were special as kids and received trophies even for 9^th and 10^th place, they’re accustomed to Amazon and Pandora learning and catering to their interests, and they like it when their text messages and Facebook statuses receive instantaneous responses. They desire their leaders to give customized honest coaching that helps them develop personally and get better professional results. Stay away from fear tactics, hovering over shoulders, and invading space. Find customized positive methods to assure results, and you’ll gain sustainable shared success.

Give More Vision and Less Step-by-Step | Building Trust with Gen Y Series

2 January 2014

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Categories: Building Trust, Leadership Tips, The Trust Edge, Trust in Business, Trust in Leadership, Trust in Relationship

Assign work and give lots of vision, and less exact step-by-step procedures. (3 of 9 in series)

Gen Y gets become less engaged when given a roadmaps with exact steps. They have a penchant for problem solving and want challenges to face. Millennials are the first generation to grow up with the internet. They’ve spent their entire lives learning and trying multiple methods for accomplishing end goals. Scouring YouTube how-to videos, About.com explanations, experts’ websites, Yahoo! conversation boards, etc. are standard protocol for figuring out how to do something. Their minds are like databases of ideas, and they want to apply them through trial and error. If their leaders teach top suggested methods, give them responsibility, and trust them to deliver results on deadlines, they are likely to innovate more efficient methods and get high quality results.

Explain the “Why” | Building Trust with Gen Y Series

26 December 2013

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Categories: Building Trust, Business Trust, Trust in Business, Trust in Leadership

Explain the “why” when delegating projects. (2 of 9 in series)

Gen Y works best when leaders clearly explain how their work helps to expand the greater mission and purpose. They are the most educated generation in world history, so they’re conditioned to asking and understanding “why this” and “why that”. Influenced by their parents, who were impacted by the Hippie movement’s backlash against top-down dictation, Gen Y isn’t used to command and control styles of leadership. They are skeptical and used to being sold to. When their leaders dig into “why”, they buy-in passionately. They want to feel the value and importance for their actions. And, they want to understand how systems work so they can work efficiently and improve them. Dig to “why” with millennials, and you’ll gain more buy-in, improved systems, and better results.