It is only when YOU choose to work on trust that it will be built—it cannot be built/rebuilt by anyone else. Trust begins with ourselves, and we owe it to our colleagues to each take responsibility for making our relationships and the workplace a trusting and productive environment.
No manager wants to be labeled an ineffective leader, especially when it is not even in their best interests for their team members to fail. So, why do many still not provide post-training support?
When dealing with people from other cultures, it is our natural tendency to learn about the difference in their cultures, such as: What sets us apart? What differences should we be prepared for? How should we behave in certain situations?
When we work with an organization, we are constantly interacting with people—whether face-to-face or via technology. As skilled workers, we have access to tons of information and each one us becomes a repository of some key data points. Application of information leads to knowledge, which eventually results in profitability, which is the end goal for all corporate organizations.
Learning & Development has been perceived as a ‘yes man’ function for way too long. Whenever business leaders say they need training, we get to work and deliver training! Do we pause to understand the reasons, the motives, the final outcomes that are desired from said training program? Do we challenge the status quo
Trust is knowing that when a team member does push you, they're doing it because they care about the team. - Patrick Lencioni, The Five Dysfunctions of a Team: A Leadership Fable Trust Noun Firm belief in the reliability, truth, or ability of someone or something. 'relations have to be built on trust' – Oxford Dictionary... Continue Reading →