Timing matters. Trust matters. If you are not sure you have all the information, take time to dig deeper before you make a critical decision about people.
Here’s our “wow” for this week: This Wow! goes to two individuals who I had all but given up on. At one time, not so long ago, I felt each relationship was irreparable. When someone feels this way about you, and perhaps you feel it too, it is so easy to just break. One thing bonds people together strongly enough to avoid that break: Trust. We trusted ourselves and each other enough to dig deeper.
Why is this “wow!”? What changed? Did one give in to another’s demands? Actually no, and this is another aspect that is so powerful. What trust does is allow difficult conversations to be shared, and those conversations can lead to repair. To an outsider it may seem nothing. But truly this is huge. We are in business to build value. A leader cannot do that if he or she is not trusted or if he or she does not trust the team. But it goes even further than what may seem to you very touchy-feely stuff (which it is)… trust, or lack of it, and retaining people (or not) have a significant impact on the business bottom line…
Why is this important? Trust, and taking the time to dig deeper using objective methods, can ensure that you (the leader) are not making hasty decisions that will tear down value, and immediately and negatively impact your business bottom line.
If you aren’t building trust you will experience loss. If you are not tracking what goes right and wrong, throughout the year (and why) – and if you do not have the right data to identify the real causes (and rarely are we correct when we assume what someone’s intentions are) you cannot possibly make good decisions about people.
When you are unsure, it often makes the most sense… even to the business bottom-line… to retain a person and re-fit them in a role that plays to their strengths and supports your Strategy best. Also consider how you can adapt your style to support a better fit for all.
Congrats! Wow! Trust has allowed us to dig deeper, retain people, and build value.
We had an interesting week. Most of us had our “heads down” …working with great focus to meet deadlines; moving fast – yet in a managed way. We’ve made some great inroads! But we’ve faced many distractions as well; the toughest caused by promises made, then not kept. We’ve also had new people come and go over the last week or two. Both are a huge time sinks for the company, and tear at our finances and emotions. You all have suffered when I am being taken advantage of. I am sorry for that, and I’m doing the internal work to have that not happen. What have I learned? To get back to our core team; to focus on and nurture the people that share the values set at the top of this company and who are sure to succeed in a pay for performance culture. Those who build value for this company WILL BE SUCCESSFUL- individually and as part of our team.
GOOD NEWS! We do have this strength within the team. I can select only one of you for this email. The person this email goes to has exhibited time and again that he cares about the company. At times he’s gone unnoticed for it. Today I will shout about how impressed I am…
This week’s “Wow!” goes to ——— for keeping an eye on our company even during a recent break.
Continue reading “Wow! Building Trust”
This week’s “Wow!” goes to a person who is brand new to our team and in fact we’ve only held one one-on-one conversation. So, this email is one of several fast actions taken because of what was triggered during this call. The nature of that call is worth sharing and that is why it earns a place as this week’s “Wow!” The person on the other end of that call was ———-.
Here’s our “wow” for this week: “WOW!” , adding value was on your mind when we talked, and although we couldn’t know where the conversation would lead when we started, as there was no real agenda other than some questions about our agreement, your aim was served…and C-Secure Systems will be stronger because of it.
Why is this “wow!”? Without giving too many details but to answer the questions of those of you who are now thinking “What happened on that call?!” … We discussed each of our company’s purposes and markets so that we could determine if there was any conflict in our working together and, if not, then what type of non-disclosure agreement would best suit. But what happened then is more than the signing of an NDA.
Continue reading “Wow! When the team helps develop great connections”