{"id":1689,"date":"2014-08-14T07:19:07","date_gmt":"2014-08-14T11:19:07","guid":{"rendered":"http:\/\/www.trustacrossamerica.com\/blog\/?p=1689"},"modified":"2014-08-14T07:19:07","modified_gmt":"2014-08-14T11:19:07","slug":"building-trust-for-boards-c-suites","status":"publish","type":"post","link":"https:\/\/www.trustacrossamerica.com\/blog\/?p=1689","title":{"rendered":"Building Trust for Boards & C-Suites"},"content":{"rendered":"

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Late last year\u00a0Trust Across America-Trust Around the World\u00a0<\/a>\u00a0published the first in a planned\u00a0series of award-winning books.\u00a0<\/strong>\u00a0TRUST INC., Strategies for Building Your Company’s Most Valuable Asset<\/em>\u00a0<\/a>brings together the wisdom of 32 experts. Six months later we released our second book,\u00a0Trust Inc. A Guide for Boards & C-Suites<\/a>.\u00a0<\/em>In this book,<\/em>\u00a0sixty\u00a0experts have joined forces to offer 100 strategies.<\/strong><\/p>\n

Throughout the month of\u00a0August, we will be featuring 31 essays from our second book. Each stands alone\u00a0as an excellent resource in guiding Boards and C-Suites on driving a trust agenda at the highest level in the organization, and provides tools for those who choose to implement trust-building programs in their organization.<\/p>\n

This fourteenth essay in our series brings advice\u00a0from \u00a0Dr. Roger C. Mayer<\/a>,\u00a0<\/span>a Professor in the Department of Management, Innovation\u00a0and Entrepreneurship in the Poole College of Management at North Carolina State University.\u00a0\u00a0His research is focused on employee decision-making, attitudes and effectiveness. A leading scholar on trust in organizations, his research has been published in many premiere scholarly journals and has been cited thousands of times in the published literature across a wide variety of\u00a0fields. Dr. Mayer is also a 2014 Top Thought Leader in Trustworthy Business<\/a>.<\/p>\n

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Building Trust for Boards and C-Suites<\/em><\/strong><\/p>\n

There is very little published scientific evidence showing trust in a company actually being improved. In 1999, Roger C. Mayer & James H. Davis published a longitudinal field study in Journal of Applied Psychology showing that trust in top management was indeed increased. Data was collected by university researchers that established a baseline for trust, and identified reasons that employees may lack trust in the company\u2019s management. In the studied company\u2019s case, a new performance appraisal system was warranted. The company implemented a new appraisal system that met the demands of the situation, and employees who experienced the new system firsthand increased in their levels of trust in management.<\/em><\/p>\n

Many university trust researchers around the globe have the expertise to collect trust data, provide feedback about how to increase trust, and scientifically track the success of the attempt. Without such tracking, it is easy for managers to claim improvement in the workplace without accountability. Involving university researchers in the process has major advantages. They can (and must) guarantee employees confidentiality, which makes it safe for employees to be completely candid. This allows for tracking each individual\u2019s responses from one survey to the next, which is far more powerful at detecting real changes in trust levels than is the use of anonymous surveys. University researchers are interested in scientific discovery, most are willing to engage companies for minimal costs provided they can publish their findings\u2014also in a way that protects the identities of the employees and the companies themselves.<\/em><\/p>\n<\/div>\n<\/div>\n

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I hope you have enjoyed this next sneak peak into our second book.\u00a0If this brief look behind the door has been helpful,\u00a0follow\u00a0this link<\/a>\u00a0to order both of our books online.<\/strong><\/p>\n<\/div>\n<\/div>\n<\/div>\n

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And for those who want to catch up on the series, a quick reference on what’s been covered so far this month:<\/strong><\/div>\n

August 1:\u00a0There’s a Reason Why We Call Them Trustees<\/a>\u00a0explains why\u00a0being an “absentee landlord” doesn’t work.<\/p>\n

August 2:\u00a0Kill the Evening Before Dinner<\/a>\u00a0and take a small group of front line employees to dinner instead.<\/p>\n

August 3:\u00a0In Head of Business- Hope for the World<\/a>\u00a0we introduce the Winston “V” Model.<\/p>\n

August 4:\u00a0Reputation vs. Trust<\/a>\u00a0and why leaders should care more about the latter.<\/p>\n

August 5:\u00a0C-Suite Must Speak With a V.O.I.C.E. of Trust<\/a>, a new communications model.<\/p>\n

August 6:\u00a0It Ain’t What You Do (It’s the Way You Do It)<\/a>\u00a0discusses an organization’s core values and traits.<\/p>\n

August 7:\u00a0Superficial CEOs and Their Boards<\/a>\u00a0talks about the fiduciary responsibility of board members.<\/p>\n

August 8:\u00a0Headline: Be the Leaders Others Will Follow<\/a>\u00a0we learn about consistency between actions and words.<\/p>\n

August 9:\u00a0Towards a Mindset for Corporate Responsibility<\/a>\u00a0requiring a shift in mindset on the part of boards.<\/p>\n

August 10:\u00a0Warning: Don’t Drown in the Slogan Swamp<\/a>\u00a0explores the (mis)use of slogans in corporate America.<\/p>\n

August 11:\u00a0Trust in the Boardroom<\/a>\u00a0in creating competitive advantage.<\/p>\n

August 12:\u00a0Three Ways to Build Trust\u00a0<\/a>\u00a0and organization that are blind to the dialogue.<\/p>\n

August 13: Lead from the Front<\/a> explains why it’s important to remove the filters between leaders and employees.<\/p>\n<\/div>\n

Barbara Brooks Kimmel<\/strong>\u00a0is the Executive Director of\u00a0Trust Across America-Trust Around the World<\/a>\u00a0whose mission is to help organizations build trust. She is also the editor of the award winning\u00a0TRUST INC.<\/a>\u00a0book series. In 2012 Barbara was named “One of 25 Women Changing the World” by Good Business International.<\/p>\n

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Should you wish\u00a0to communicate directly with Barbara, drop her a note at\u00a0Barbara@trustacrossamerica.com<\/a><\/p>\n

Copyright \u00a9 2014, Next Decade, Inc.<\/p>\n