Interconnected Blogs
WHY YOUR MEMBERS DON’T TRUST YOU
Pssssssst.
Your aversion to being consistent is eroding the trust you desperately want your members to have in you.
Recently I've had several conversations with leaders across organization types and one of the key throughlines across all of those different people was consistency is the only way they could build true teams built on trust and dependence on one another.
Your Lack of Systems is KILLING Your Team’s Trust
The hill we'll DIE on: Your lack of consistency is killing your team's trust in you.
Recently we've had several conversations with managers across industry and organization types and ONE of the key throughlines across all of those different people was that consistency was the only way they could build true teams that were built on trust and could depend on one another.
We wrote about this here.
The only question is are you willing to put in a little extra effort to create the conditions for trust your team desperately needs?
Death of the 60 Min Keynote?
“Our members just don’t want to sit in a room for even 45 minutes and listen to a speaker. We pull teeth to get them in there.”
I’ve heard this sentiment from student leaders several times over the past 6 months (you may have even thought this recently), and honestly I have many thoughts.
So let’s start here. Are traditional, 60 minute keynotes dead in the water for the current generation of college students?
Training is only ONE answer.
These symptoms stem from many structural issues existing in our current ways of work, and is why many practitioners are saying that trainings are not the answer.
And they’re right in a sense, but it’s an incomplete answer.
I believe training is not the ONLY solution, but it is a CRITICAL piece of the changemaking cycle to move managers from disengagement to active contributors.
People leave jobs for a bunch of reasons; but what’s #1?
Did you know managers account for 70% of variance in employee engagement scores? Or an employees’ experience with their direct manager is responsible for up to 60% of voluntary turnover?
We’ve seen organizations struggle with this, so we created 4 steps to equip early career managers with the tools to thrive.