Managers or leaders implementing large change and transitions know that their probability of success is built on successful planning, communication, execution, and trust.
Of these factors trust in the direction, trust in planned results and trust in individual benefit from the change, is a key component for realising success.
Zenworkz observes that Trust is a basic currency of business success.
Any business’ success is directly linked to the degree that executives, managers, and team leaders in the business are trusted, together with confidence in the business direction. This is particularly true for medium to large businesses.
We have also observed that the building of trust can be easily eroded due to a variety of human factors.
A manager we know once described some of his people as Cave Men. When we enquired further he said that in their response to change they were best described as Citizens Against Virtually Everything, hence the description Cave Men!
While we appreciated both the wry humour and the difficulties this manager had in establishing trust, we noted that naming and shaming or creating a “them and us” mindset, is rarely effective for rebuilding trust or introducing change initiatives.
We should also be realistic and understand that some people [either deliberately or as an automatic response] exhibit what is known as the ‘mussel syndrome’ in their reaction to change and transitions.
In his book The Leadership Mystique (Prentice Hall, UK 2001); Manfred Kets De Vries, defined the Mussel Syndrome as:
“the mollusc has to make only one major existential decision in life, and that’s where it’s going to settle down. After making that decision the mussel cements its head against a rock and stays there for life. Many people are so resistant to change that they might as well be cemented in place.”
Business conditions, markets, technology and industries change with enormous speed. This requires effective responses to stay competitive. This in turn leads to changes and transitions which are built on trust and understanding.
We have observed that where leading change and transition is most effective; individuals and groups reach a stage where they can put aside their fears, discard old behaviours, realise changes, absorb new skills and approaches; and build new capabilities. All are built on trust about the change, the impact of the transition, and those leading it.
How do you build trust in a business or organisation?
You need: clarity of purpose; clear expectations about behaviour and required results; expression of cultural values; making and keeping agreements; continual dialogue between groups; and the development of leaders who inspire trust and desire to be worthy of trust.
What is your trust rating?
Zenworkz Online Trust Rating Survey can establish your trust rating from surveying the difference between your perceptions and the perceptions of your people in the following categories:
- Personal qualities
- Keeping your word
- Integrity
Zenworkz services delivers market, customer and human factors research that help you understand and improve your trust rating. Please contact us if you would like more information.
Author: Brian Bassham, Principle Consultant, Zenworkz
Zenworkz – informed business transformation and evaluation
