To Earn Trust, Extend Trust

trust

Show others you trust them. Do you trust your employees? Better yet, do your employees trust you? The research case for trust is clear: Employees who are less trusted by their manager exert less effort, are less productive, and are more likely to leave the organization. Employees who do feel trusted are higher performers who go above and beyond role expectations. Plus, when employees feel their supervisors trust them to get key tasks done, they have greater confidence in the workplace and perform at a higher level. There’s no single measure or indicator of trust, but you basically… Read More

Dealing with Negative Feedback

Negative feedback is inevitable, but how we deal with it is up to us. Getting negative feedback, especially from those we respect and trust, can quickly become an emotional train wreck that leaves us feeling hurt, helpless, and even a little bit hopeless. And when critical feedback is repeated over time, researchers have found that it can diminish our productivity, motivation and even our prospects for employment. The good news? We can flip the script on negative feedback by changing the story. While we can’t control what happens to us, we can… Read More

Build a Culture of Respect: An Interview with Stan Richards

The legendary ad man talks teams, leadership and how great work starts with a culture of respect. Stan Richards is an advertising legend. He’s the founder and principal of the Richards Group, the largest privately-held ad agency in the country whose memorable campaigns have ranged from the folksy (Motel 6’s “We’ll leave the light on for you”) to the renegade (Chic-fil-A’s irreverent cows). But Richards’ proudest achievement is the company culture he’s fiercely built and protected over more than four decades – a no-barriers, no bull “peaceable kingdom” where information is shared… Read More

Giving Feedback That’s Radically Transparent

Honest feedback is a gift. Here’s how you can start delivering it. Giving transparent feedback is a challenge for most people. Want to know what radically transparent feedback looks like? Here’s an actual email sent to Ray Dalio, the founder of Bridgewater Associates, by an employee named Jim Haskel: Ray –   You deserve a “D-” for your performance today in the meeting.  You did not prepare at all, because there is no way you could have and been that disorganized.   In the future, I/we would ask you to take some… Read More