Book Titles

…there is nothing that motivates, or inspires, people like having trust extended to them.

When [trust] is [extended], people don’t need to be managed or supervised; they manage themselves.

By extending trust, you empower people. You leverage your leadership. You create a high-trust culture that brings out the best in people…

An enterprise that is at war with itself [misaligned] will not have the strength or focus to survive and thrive in today’s competitive environment. – John O. Whitney

…symbols become disproportionately valued as representations, icons, and images of what is right or wrong in an organization.

…Remember the impact in an organization when even one person – particularly a leader – demonstrates respect or shows concern.

When leaders fundamentally don’t believe people can be trusted, they create systems and structures that reflect that belief…

A careful analysis of all your structures and systems – including information, communication, decision making, and compensation – will pinpoint areas of misalignment.

Rather than focusing on continuous improvement and getting better, bureaucracy merely adds complexity and inefficiency – and costs – to the status quo.

There are many reasons for disengagement, but one of the biggest reasons is that people simply don’t feel trusted.