I TRUST YOU! January 1, 2007
Posted by nielsengroup in Executive Development, Managing Change, Managing People.add a comment
There are no more important words in any relationship – business, personal, or family –than “I trust you.” We give our trust slowly but take it away instantly when something is said or done to put that trust in question. And communications experts tell us that others believe our behavior when our behavior and words don’t match.
In crises, when we and our colleagues are feeling most anxious, trust is central to pulling out of trouble as a team. But when colleagues sense they are not hearing the truth – when our actions don’t match our words – we lose their trust. And restoring it is extremely difficult.
“I trust you until there is doubt; then I never trust you again.” You may not have said those actual words, but you may have thought them. So the words, “ I trust you” are priceless.
What can we do to cement trust in our relationships?
- Tell the truth. If you can’t share information, say so. Never lie.
- Meet your commitments. If you agree to do something, do it. If you can’t meet an agreement, say so. If you say you’ll call back next week, do it.
- Keep unkind thoughts to yourself. A cutting remark might make a point or evoke a laugh, but it also sends a message that you will hurt others.
Sound simple? Yes. But simple doesn’t equal easy.
Consider this dilemma: A friend is a vendor to one of your customers. The friend shares some confidential information about your customer that you could use to position yourself to garner all of your customer’s business. Acquiring all of this customer’s business would enable you to exceed your sales goals for the year and guarantee your team generous bonuses.
If you use the knowledge, however, it will be evident that you got inside information. You have built a strong relationship with this customer and want it to continue. How do you manage this information? And what do you say to your friend?
Your actions will influence your relationship with the customer for the foreseeable future. How do you maintain the trust of this customer? “I trust you” are the most important words in any relationship.
What Does it Take to be a Savvy CEO? November 7, 2006
Posted by nielsengroup in Executive Development, Managing Change.add a comment
All new CEOs are confronted with tremendous challenges and even the normal everyday ones can be quite overwhelming. So how can a CEO ensure success in the face of tremendous pressures?
The good advice from the library of business books applies: make sure you have the right people ‘on the bus’, develop solid plans, delegate authority and accountability, get out of the way and….
A critical point in successful businesses is when its time to bring in more help. Typically, the first external support a CEO hires is an accountant, then a lawyer. Good decisions, but then the entrepreneurial CEO tries to manage difficult logistics problems, people chaos, dealing with building problems, purchasing…and on and on. Usually things work ok, at least for a while, and then the guaranteed catastrophe happens. Now what? The most common self defeating behavior: we try to be an expert in every area. It’s just not possible… and run a profitable business.
You don’t try to fix the plumbing or the electrical systems by yourself, do you? You know something about electricity, but you also know you don’t know ‘enough’. So you call an electrician. And you know something about working with employees with poor attitudes or performance, but this is not your area of expertise. Time to call in the experts to help you ‘get the lights back on’. Or when you have a mind boggling logistics problem, or when your sales are sluggish. Savvy CEOs know when to ask for help and they know it’s less costly in the long term.
The most natural behavior is to do it yourself or tell someone else how to do it, but the most effective behavior may be to step back and let others decide both what to do and how to do it.
Well, ‘stepping back’ is actually quite a personal challenge. Many CEOs have grown up with their businesses and are exceptionally savvy about the inner workings of their industry and their own company. So the CEO is pretty confident that he knows the way to get things done.
The most self defeating behavior of all is to not ask for help.
It’s Always About People www.thenielsengroup.com
Terminating a Key Manager November 1, 2006
Posted by nielsengroup in Executive Development, Managing Change, Managing People.add a comment
One of the most difficult management challenges for the small to midsized business owner or CEO is to release a long employed key manager who is no longer performing as needed in the company. These typically are well liked people whose poor performance has been tolerated for far too long. It is critical to manage terminating employees in a way that respects long service, former stature and, most likely, many contributions of the past. Frequently the pressure on the CEO requires that a move be made and this feels quite painful, and frustrating to the CEO. There are ways to assist the CEO, and the key manager, to make the right decision while maintaining dignity for all. We work with CEOs in managing their most diffiuclt people problems.
It’s Always About People.
