Powerpoint Presentation Executing Leadership Greatness. Special Recognition – Denton, M, Self Paced People and Change Management: CD ROM TOPIC What do you as a leader do, if employees don’t trust in you as the CEO? What can employees do if they don’t trust in the CEO? This topic applies to you! AgendaTopicImpacts How does a CEO lose trust How can it be rebuilt What can an employee doConclusionWhat are the impacts? Trust relationship gaps are one of the biggest stumbling blocks towards greater transparency, and better workplace relationships. Quite simply, If you have lost the trust of your employees – you have lost your credibility as an effective leader. This will have a direct impact on your future as CEO You can lose trust by: Denying responsibility or wrong-doing. Breaking an agreement with your employees – true integrity is based on keeping to your agreements Promoting self at the expense of others. You can also lose trust by: Not taking appropriate action when others engage in unethical behavior.
Not living the Corporate standards of your firm. Not following through on commitments Not communicating openly – even the simple act of being vague and ambiguous can build confusion which creates mistrust. Do you trust me? – Practical exercise Building Trust – The Process You can Play Monopoly! Because you will need to “Start at the Start ” This means starting with you! This is where you will have the most impact and get the best results. What to do. Identify the actions (or lack thereof) that has been the cause of the mistrust. To help you do this, you can utilize: Self assessment, 360 degree feedback sessions, Company feedback surveys, mentor discussions or a professional coach) Identify the hot spots and take action.
The Essay on Employee Morale After Downsizing
Downsizing has become a significant idea in today's economy and maintaining the trust of employees when something like this takes place has also become very serious business (Brockner, Konovsky, Cooper-Schneider, Folger, Martin, & Bies, 1994). The question is not whether a company should downsize their employees but how to do the downsizing properly so that as few employees as possible are ...
Be mindful that changes will not occur overnight. Some Good trust enablers: Trust builds trust, so engender trust in your employees by empowering them. By empowering responsibilities and authority to employees, shows that they are trusted, and enhances motivation. If they should make errors support them and (as CEO) share the blame. But if you should make a mistake – Admit to it and take full responsibility. Some guiding principles.
Always be truthful. “The truth is never negotiable” (Denton Mindset of a Champion) Deliver on your promises by managing expectations, establishing clear boundaries, honoring agreements and by being consistent. Invite staff to discipline you – advise them it is their obligation. – You will need to provide appropriate channels for this Foster a climate of co-operation, trust and purposeful communication by sharing information widely, welcoming constructive challenge and encouraging free dialogue. What can employees do? Your sphere of influence depends upon: Your seniority and / or the size of the firm Who you are as a person.
More senior staff may be able to: Guide the CEO’s mentor / professional coach. Participate in peer to peer reviews. Provide objective advice directly to the CEO. ie “eyeball him.” Insist upon implementing Group Feedback Surveys with input on the question set.
Junior Employees can: Become actively involved by: Providing objective and valid criticism in Co feedback sessions, surveys and pulse checks. Raising issues in open forums. Writing a personal letter directly to: the CEO or failing that, The Board, Controlling family interests or major shareholders Share associations Auditors. As a last resort: Become a whistle blower: Advise Media, regulatory authorities, shareholder associations or to the board. Can be done anonymously. It depends on who you are as a person.
Leave the Company. Or Remain with the firm and try to outlast the mistrusted CEO. Conclusion Easy to say, hard to do. Look as these suggestions as a toolbox. One size does not fit all. Depends on who you are, your personality and risk profile You may be surprised by the license you have and the results you achieve.
The Review on Employee Engagement Sheme
... and alignment with the organization’s strategies and goals. * Increases employees’ trust in the organization. * Creates a sense of loyalty in ... Afterward the exchange is complete, the company is judged depending on the customers experience (Schneider and Bowen,1993). The study ... to: define what is meant by talent management; ensure CEO commitment; align talent management with the strategic goals of ...
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