{"id":1752,"date":"2014-08-26T08:00:49","date_gmt":"2014-08-26T12:00:49","guid":{"rendered":"http:\/\/www.trustacrossamerica.com\/blog\/?p=1752"},"modified":"2014-08-25T17:01:43","modified_gmt":"2014-08-25T21:01:43","slug":"the-key-to-trust-in-the-c-suite","status":"publish","type":"post","link":"https:\/\/www.trustacrossamerica.com\/blog\/?p=1752","title":{"rendered":"The Key to Trust in the C-Suite"},"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 twenty-sixth essay brings advice\u00a0from\u00a0Edward Marshall, the President of\u00a0<\/span>The\u00a0<\/span>Marshall Group, Inc., a Chapel Hill, North Carolina collaborative leadership consulting\u00a0<\/span>firm\u00a0<\/span>that for 30 years has worked with senior leadership of Fortune 500 businesses to create collaborative leadership cultures that result in high trust and sustainable results. He has led over 150 engagements at companies like Marriott, Microsoft, Philips, and DuPont, work that has won awards and best practice designation. He developed\u00a0<\/span>The\u00a0<\/span>Collaborative Method(sm), a suite\u00a0of leadership and culture change services. Edward has two business best-sellers, including Building Trust at the Speed of Change<\/a>. He is<\/span>\u00a0also\u00a02014 Top Thought Leaders in Trustworthy Business<\/a>\u00a0and members of the\u00a0Alliance of Trustworthy Business Experts<\/a>.<\/span><\/p>\n

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The Key to Trust in the C-Suite: Building Psychological Safety<\/em><\/strong><\/p>\n

Trust is the goal in any relationship, and it is the emotional capital sought after by business leaders. We cannot achieve much without it. It is hard to build, easy to lose, and once lost, hard to regain.<\/em><\/p>\n

To build and sustain trust, organizational psychologists tell us, there must be psychological safety. This means freedom to speak one\u2019s truth responsibly without fear of retribution. The NASA investigation of the Columbia crash found that a key reason for the failure was the fear scientists had to tell their truth to top leadership; it had disastrous consequences.<\/em><\/p>\n

How do we create safety?<\/em><\/p>\n

For individual leaders, it means self-awareness about how leadership behaviors impact others\u2014trust or fear? It\u2019s an awareness of one\u2019s leadership style and philosophy, and how they affect the motivation of others.<\/em><\/p>\n

For senior teams, safety requires confidentiality, candor, collaboration, mutual respect, and supporting each other, especially in adversity.<\/em><\/p>\n

For organizations, it means an ownership strategy that engages the workforce, transparency and openness, rewarding team accomplishments, and recognizing the value and gifts of every individual.<\/em><\/p>\n

The goal is to replace fear with trust as the organizational culture. The benefits will be found in increased morale, productivity, innovation, speed, agility, pride in the workplace, value to the customer, and sustained high performance.<\/em><\/p>\n

Creating a trust-based workplace is not about leadership training, habits, or tools. It is a commitment from the inside out. It\u2019s not always easy, but the view from the mountaintop is worth the climb.<\/em><\/p>\n

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<\/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<\/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:\u00a0Lead from the Front<\/a>\u00a0explains why it’s important to remove the filters between leaders and employees.<\/p>\n

August 14:\u00a0Building Trust For Boards & C-Suites<\/a>\u00a0and why published scientific evidence is important.<\/p>\n

August 15:\u00a0(Trust) Communication & the Hiring Process<\/a>\u00a0discusses engaging employees in the decision.<\/p>\n

August 16:\u00a0CEO Tip: Trust Your Board as Your Ally<\/a>\u00a0emphasizes the importance of trusting partnerships.<\/p>\n

August 17:\u00a0The Culture is the Secret Sauce<\/a>\u00a0that must bubble down from the Boardroom to the Mailroom.<\/p>\n

August 18:\u00a0Trust & Strategy Thinking<\/a>\u00a0reminds us that it is hard to trust when you cannot relate.<\/p>\n

August 19:\u00a0Be Proactive About Trust & Integrity<\/a>: just handling problems as they arise is not enough.<\/p>\n

August 20:\u00a0Trust Traps<\/a>\u00a0reminds us to ask the tough questions.<\/p>\n

August 21:\u00a0Trust Danger Signs<\/a>\u00a0and the need for synergy between the Board and Senior Managers.<\/p>\n

August 22:\u00a0Trust & Public Rewards<\/a>\u00a0reminds us to publicly acknowledge and reward staff.<\/p>\n

August 23:\u00a0The Cost of Mistrust<\/a>\u00a0and 8 ways to develop it.<\/p>\n

August 24:\u00a0Forward-Thinking Boards Build Trust<\/a>\u00a0and will commit to lighthouse leadership and employee engagement.<\/p>\n

August 25: When Trust Breaks Down: 5 Steps You Can Take<\/a> to rebuild it.<\/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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.\u00a0\"Print\"<\/a>\"ND<\/a><\/p>\n

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