Simon Sinek Inc.’s Post

Simon Sinek Inc.

7mo

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Trusting is a necessary risk for a leader. If we give people a sense of control and autonomy, we end up with healthier and happier teams.

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Scott Patterson

7mo

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Yes - My greatest leadership lesson (which took place after a long time) concerned trust. Whereby the more trust I placed in people the greater the reward personally, and professionally for everyone (even if it wasn’t always immediate). The challenge is that fear based organisations and leaders speak to trust and transparency as a kind of mission critical rhetoric but then prioritise ‘safety’, ‘optics’, and ‘risk aversion’ because they’re worried around the consequences of getting it wrong. Self preservation, ego, and/or a lack of necessary resources to support, to coach and potentially manage potential failure are the main issues, as are the performance management systems which promote short term outcomes. Trust and ‘letting go’ are such strong drivers of learning, unlearning, and relearning and an accelerant for growth, engagement and ultimately high performance. Just ask any professional sporting coach! #softisthenewhard #trustandleadership #unlearn #failuredrivesgrowth #reciprocatedtrust #missioncriticalrhetoricintoaction #healthyhappyteams Stephen Dowling your thoughts?

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Thakur Ajay

7mo

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Best Quotes About Trust 1. "Trust but verify.” – Ronald Reagan 2. "Trust takes years to build, seconds to break, and forever to repair.” 3. "To be trusted is a greater compliment than being loved.” – George MacDonald 4. "Breaking someone’s trust is like crumpling up a perfect piece of paper. You can smooth it over but it’s never going to be the same again.” 5. "Trust starts with truth and ends with truth.” – Santosh Kalwar 6. "Never trust the advice of a man in difficulties.” – Aesop 7. "The best way to find out if you can trust somebody is to trust them.” – Ernest Hemingway 8. "Whoever is careless with the truth in small matters cannot be trusted with important matters.” – Albert Einstein 9. "Trust has to be earned, and should come only after the passage of time.” – Arthur Ashe 10. "Trust yourself, you know more than you think you do.” – Benjamin Spock 11. "Never push a loyal person to the point where they no longer care.” 12. “I don’t trust words, I trust actions.” 13. "Keep your promises and be consistent. Be the kind of person others can trust.” – Roy T. Bennett 14. "Be all in or get all out. There is no halfway.” 15. "Trust leads to approachability and open communications.”

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Gilbert Brady EdD.

7mo

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An important aspect of any leadership relationship is to understand that context is a factor in terms of how much autonomy is recognized in the relationship. Too often autonomy, and the granting of autonomy, is related to trust, and as a result the importance of context is not fully considered. If a leader is recognizing less autonomy and the reason is trust that is a different conversation than if it is related to context (new situation, leader is trying to learn and needs to stay closer and more involved in what is happening). Too often leaders do not differentiate between these two and the result is confusing and hurtful to those who report to the leader.

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Monika Schnyder

7mo

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That would definitely be the most important thing, but that is exactly what I observe, increasing * scarce commodity * among employees, leadership. My great hope is that trust will regain power. But this is very complex, as trust is a feeling and nowadays feelings, unfortunately, do not belong in the workplace.

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Ximena Restaino (she, her, hers)

7mo

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People don't need to be empowered. They need to be heard. No one have the skill to empower no one. We can only inspire, we can share, we can be kind to each other and collaborate to a common purpose for the good of us, others and business.

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Bernadine Symonds

7mo

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I have always said I trust until I don't. Then we adjust and move on.

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Carol Beaulieu-Hebert

7mo

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I think this is something everyone should hear and consider. Though not everyone may agree, even team members need to trust our fellow team members to do their part, and if they fail then we need to work as a team to help them succeed. It's not easy to see fellow team members fail, especially if it affects your area of responsibility, so let's help them. I am not saying to do their work, but to enable them to succeed, help them with the obstacles, help them see their blind spots and provide them with the skills they may lack. By empowering each other TEAMS ARE STRONGER!

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Adolphus Subbey

7mo

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Authority in many companies is preserved in hierarchical levels or relationships. For example, in a sequence, upper managers, middle managers, lower managers (supervisors, team leaders), workers, etc. To carry out organizational tasks effectively, each level should be founded on trust and confidence. The problem is this rarely happens; one level does less or depends on the other to perform their duties. Consequently, because of trust and no authentication, the managers hardly know who is doing more or less in the company. And it takes time or years to know where the gap exists in performing the tasks.

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Mónica García Fernández

7mo

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Totally true

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Ting Kula

7mo

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Great topic Simon. I run a marketing agency (remote team) & also a meditation teacher. I find most people genuinely want to give their best work but somebody’s “best work” could be your “average” work. As CEO’s/high performers - if we do the task ourselves (whatever it is) we’ll always hit the 99-100% satisfaction rate because we did it ourselves. But expecting someone else/employee to reach our high standards takes time, trust, communication and detailed project plan so everybody’s on the same page. Without trust, we’ll most likely be micro-managing all day (hello burnout). Better to let our people fail fast/learn fast than hand-hold all the way home. Trust is such a big topic and yes trust is earned - but I believe as business owners we have to build the systems that fosters good work from our team. People can’t “trust the process” if theres no process. Trust is about consistency, transparency & accountability (from both sides).

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