Trust in Relationship

Manage without Hovering | Building Trust with Gen Y Series

9 January 2014
dhorsager
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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 9th and 10th 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
dhorsager
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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.

Focus on Meaningfulness | Building Trust with Gen Y Series

17 December 2013
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Categories: Business Trust, Commitment, Compassion, David Horsager, Leadership Tips, The Trust Edge, Trust in Business, Trust in Leadership, Trust in Relationship

 

By 2025, approximately 75% of the world’s workforce will consist of millennials (Gen Y), according to a study from the BPW Foundation. Companies that survive past 2025 will be those that develop the trust of the millennial workforce, while maintaining trust with previous generations. Companies that disregard the mind-frame and work-style of Gen Y will scare away top talent and consumer dollars.

In 9-blog series over the next few weeks, we will share 9 Gen Y trust-builders & insights into the milennial mind. Here’s the first one.

Redesign aspects of your organization in a way that focus on meaningfulness. (1 of 9 in series)

Millennials yearn for meaning. Without living through a draft or another major hardship, Gen Y desires more than stability and achievement. They want to work in organizations that are genuine to a meaningful mission. They don’t want to merely provide products and services. Rather, they want to use them as tools to help develop people and society. In addition to a meaningful mission, they want their organization to have a strong environmental, social, and corporate governance strategy (ESG), be known as a leader in corporate responsibility, and give back generously and purposefully to their communities. If your company doesn’t focus on meaningfulness and give freedom to create new avenues to make a difference, millennials will run the other direction – to your competitor companies. But, by paying attention to the value of meaningfulness, your company will develop trust and retain top young talent.

Leadership and Foresight from the Greatest Leader I Know | Trusted Leadership

4 December 2013
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Categories: Building Trust, Character, David Horsager, Leadership Tips, The Trust Edge, Trust, Trust in Relationship

What a treat to enjoy Thanksgiving at the farm with family! Pond hockey, broom ball, games, pecan and pumpkin pie (I much prefer pie over cake any day), fellowship, gratefulness, and even some time cutting wood for the stove. It is so good to work together and play together. Most of my five siblings and the seventeen grandchildren were able to gather and stay at the farm (all but my sister’s family, who live in Kenya and teach at a university there). Dad is 84 years old now and Mom is close behind.  They are an example of intentional leadership.

On Saturday, Dad invited all of the farm families that rent land from him over to the house for food, fellowship and a “program”. The “program” was intentional. He built our well over a thousand acre farm from nothing, buying his first 80 acres while in college just after serving in the Korean War. Why did he bring together family and renters and have a  “program”? To introduce his kids to the renters, to encourage open communication, to transfer leadership, and to provide a peaceful thoughtful process for when he is not around anymore. Dad is still in great health, but he is wise. His wisdom to give a clear plan for succession planning will take a whole lot of stress out or our future. Each of the kids have clear responsibilities and roles. It was significant that in front of everyone he gave leadership to his fifth child, the brother just older than me to be the point person for farm operations. While we know Dad loves all of us, Loren is the best person for that job. This public declaration of who the farm point person is gave clarity and empowered Loren to take that role even though he is not the oldest child, which may be a more traditional approach for that responsibility.

Two leadership lessons: First, think ahead and act ahead. Secondly, while it is true that empowerment occurs when a person is given the resources needed for a given task, it is equally important to empower leaders by publicly giving them the leadership role necessary to take on responsibility and have others quickly follow. This is a form of “Transfer Trust” – Since people trust you as leader, and you trust a given person to lead, when you publicly give the leadership role, others will more quickly follow that individual so that you are no longer needed in that role.

Trust Trends 2014 | Executive Brief on Trust

4 November 2013
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Categories: Building Trust, Business Trust, Leadership Tips, The Trust Edge, Trust in Business, Trust in Education, Trust in Government, Trust in Leadership, Trust in Media, Trust in Relationship, Trust in Sports, Trust in Technology

We’re excited to introduce our executive brief on the top 8 trends of 2014. This report is Horsager Leadership, Inc.’s first annual report on trust. Our goal is to give leaders insights into the hottest trends of the year and reveal opportunities for applying The Trust Edge 8 pillar framework in a timely manner in order to gain a competitive advantage.

Learn how to gain the ultimate competitive advantage through this year’s key opportunities by clicking on the image below. Feel free to download it as a pdf!

The One and Only Way to Rebuild Trust | The Trust Edge

9 May 2013
dhorsager
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Categories: 8 Pillars, Building Trust, Business Trust, The Trust Edge, Trust, Trust in Relationship

Have you ever been in a situation where you have broken trust? What happens when you need to rebuild trust? How do you get it back? There is only one way to build and regain trust: make and keep your promises.

Several years ago I was talking to a CEO from the Netherlands and I asked him what he thought the biggest difference was between American and Dutch businessmen. His response was direct, but telling. He said, “In America, there is a bunch of lying apologizers.”

It might seem harsh, but he has a point. Lance Armstrong, Tiger Woods, Kobe Bryant and Bernard Maydoff — these men have experienced personal or moral failures and offered public apologies. But do we trust them? That depends little on their apology, and much on their willingness to create tangible solutions to fix the problem.

The next step in a sincere apology is to make it right or solve the problem. Stand by the commitments that you have made to rebuild trust. Make promises that you can keep.

Trust is gained by consistent, truthful action over time. 

If you say you’re going to do things and don’t follow through, it may be the first reason why your trust was broken. It doesn’t matter if you’re Lance Armstrong, or BP, or the president of a small company. The one and only way to build and regain trust for yourself, or your organization, is to make and keep your promises. 

Here are a few ways to re-build trust and make sure your actions are lining up with your words:

APOLOGIZE.

Take responsibility for your actions. Acknowledge what really happened and that feelings are truly hurt.

Forgive.

Be patient and forgive. Recognize you have been forgiven by others and by God. Forgive yourself and understand that you are not perfect.

Evaluation and Accountability

Look closely at your actions and ask yourself if they line up with your words. If not, make the changes necessary to do so.

Ask a few people you respect — Am I the kind of person you can count on? Without being defensive, take their feedback to heart. Set up accountability for growth.

Don’t just apologize. Deliver results.

Next time you make a mistake (we all do), don’t just apologize. Offer tangible solutions to the problem, and follow through on those solutions, no matter what. Make small promises and keep them.

 

-AR

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5 Presidents, 1 Commonality: Trust | The Trust Edge

25 April 2013
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Categories: 8 Pillars, Building Trust, Leadership Tips, Trust in Government, Trust in Leadership, Trust in Relationship

Today, April 25, 2013, was a significant day in American history as five presidents came together to honor the opening of the George W. Bush Presidential Library. Although these presidents served with different political agendas and ideologies, they all had one thing in common: Trust. Whether it was building or re-building trust with U.S. Citizens each of these men can acknowledge that a lack of trust is your biggest expense.

Whether a president was attempting to build trust with its people after a dip in the economy or rebuilding trust after a public scandal, each president knew that they needed to have their people trust them to be effective in the leadership of the United States.

President Clinton had a breach of trust when he was charged with lying under oath and obstruction of justice in his attempts to cover up his affair with White House Intern, Monica Lewinsky. He also failed to obtain a healthcare reform, and was investigated for his financial dealings. President Carter’s breach of trust came in his inability to handle the 1980 Iran hostage crisis. The mysterious payment of $250,000 from the Libyan government to his brother cost him his re-election. 

Going into office President Bush had success upon success. Because of the events that occurred during his presidency, including the terrorist attacks of September 11, 2001 and the Afghanistan and Iraq War, he left office in 2008 with an approval rating of 23%.

President Obama went into office with an economic burden on his shoulders, Republicans at his throat and controversial bills pouring through Congress. At the time of his re-election run his approval rating was at 38%.

So what made the public believe that Clinton’s endorsement of President Obama in the 2012 presidential elections was credible?

Why is it that Carter is now seen as the President who restored balance to the constitutional system after the Water Gate Scandal of Johnson and Nixon?

How is it that President George W. Bush has a 47% approval rating today?

Why is it that at the height of economic discussion President Obama has a 49% approval rating and according to a recent Gallup Poll is the most trusted, with a 57% approval rating, when it comes to handling economic issues?

Trust.

Clinton proved that over time trust can be restored; it takes patience and consistency and a very sincere apology.

Carter stepped out of the lime-light, and began to contribute to the country and the world through his position as advisor to presidents on the Middle East and human rights issues.  

President Bush refused to respond when verbal assaults were hurled at him. He took responsibility for the events that occurred while in office. He began making huge contributions to American Veteran’s coming home from the Afghanistan and Iraq wars to show them his full appreciation for the heroic deeds and actions taken by the U.S. Military.

President Obama’s approval rating skyrocketed because he has been consistent in his message to the people. Whether or not you agree or disagree with him, among the fighting and bickering of the U.S. Congress, President Obama has connected with the American people and shown that he is competent and capable of making things happen.  

Today is a significant day, because these presidents have proven that:

  1. Trust over time, once deeply rooted and strong, can often withstand many storms and challenges.
  2. Even after trust has been broken, there is still hope, over time trust can be restored and lives enriched, it just takes patience and consistency. 

-AR

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Do the Right Thing | Character

10 April 2013
dhorsager
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Categories: Building Trust, Business Trust, Character, David Horsager, Leadership Tips, The Trust Edge, Trust, Trust in Government, Trust in Leadership, Trust in Relationship, Trusted Person

Character, does not come from reading a book or going to a conference. Character is being intentional and consistently working hard. In a world that is bent out of shape and lacking in trust, finding people who have a trustworthy character is hard to come by.

Building character comes down to asking yourself one simple question: Am I doing the right thing? Being honest over telling others what they want to hear; helping others in need instead of focusing on our own needs is what is necessary to be a leader with character.

Everyone wants to be liked, but being honest over being liked is more important. In the fall of 2012, Hurricane Sandy hammered the Eastern Seaboard days before the Presidential election. Governor Chris Christie of New Jersey, a member of the GOP, had a difficult decision to make: Accept the help from his party’s opponent, President Obama? Or take a path that would agree with his party?

Christie chose to help the people of New Jersey and their needs instead of focusing on his party’s political needs and agenda. He even went as far as to praise President Obama in his response to Hurricane Sandy.  Christie’s focus was outside of his interests. He was more concerned about the needs of the citizens of New Jersey than offending his party or his 2013 re-election run for governor. This action by Christie boosted his ratings among the Democratic Party, but ultimately showed the people of New Jersey that he was not just a politician, but a Governor who cares about his people and can be trusted.

When you think of honesty and helping others in need who is the first person to come to mind? Chris Christie is only one example of a person whose character was authentic. The most recent Gallup poll lists the top 5 most trusted professions:

  1. Nurses
  2. Pharmacists
  3. Medical Doctors
  4. Engineers
  5. Dentists

Nurses, pharmacists, doctors, engineers, and dentists all take care of the people they serve. They assure healthiness and safety.  Chris Christie proved his character and trustworthiness by choosing what was right over what was easy. 

-AR

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