Trust

1. July 12 2016

2. FIRST UP
What do you expect from your team?
What do you expect from each other?
Do we meet these expectations within our
group(s)/one another?

3. Steve Denning: Ultimately the evolution of how self-organizing
teams evolve into high-performance teams depends on mutual
respect and trust of the members of the team.

4.  Considered as faith in others’ behavior and goodwill that can
grow or vanish due to interaction and experiences.
 Lack of trust may negatively impact communication,
delegation, empowerment, productivity and results.
 4 elements needed in building trust:
1. Honesty
2. Openness
3. Consistency
4. Respect

5. Based on this research and the emerging climate, companies
are now starting to quantify how leadership affects company
performance – Focusing on TRUST
 A recent Watson Wyatt study showed that high trust companies
outperform low trust companies by nearly 300%!
 Only 51% of employees have trust and confidence in senior
management.
 When trust is low, in a company or in a relationship, it places a
hidden "tax" on every transaction: every communication, every
interaction, every strategy, every decision is taxed, bringing speed
down and sending costs up.
Ben Lichtenwalner – How the Best Leaders Build Trust
Stephen M. R. Covey – Now is the Time for Servant Leadership

6.  What is an anti-pattern?
 A common response to a recurring problem that is usually
ineffective and risks being highly counterproductive - defined by
Andrew Koening
 Check out the cards on the table
 What cards stand out for you and/or your team(s)?

7.  Counteracting the anti-patterns
 Check out the cards on the table
 What cards would counteract your anti-patterns?

8.  Knowing your anti-patterns and your boost patterns you can
know create a trust grid to keep visible
 I as a _________
 You as a ______
 We as a ________
 What are our
values??

10.  Expectations
 Cost of low Trust
 Trust Anti-Patterns and Trust Boost Patterns
 Tools