Trust Trumps Logic

Insights on some of the best practices in making improvements in a new environment.

One approach that has gained traction in recent years is to focus on building relationships, holding the space, and cultivating the therapeutic alliance. This approach recognizes the importance of establishing trust and rapport with the people who are affected by the change. Rather than rushing to first understand the current state, this approach emphasises the need to listen, learn, and connect with people on a personal level.

Building Relationships

The first step in this approach is to build relationships. This involves getting to know the people who are involved in the change, their backgrounds, their interests, and their needs. By cultivating trust-based relationships, you can gain a better understanding of the cultural norms, power dynamics, and communication styles of the organisation. This knowledge will help navigate the complexities of the new environment and build credibility.

Holding The Space

The second step is to hold the space. This means supporting the creation of a safe and supportive environment for people to express their thoughts, feelings, and concerns. By holding the space, people can have open and honest dialogue, which can lead to more meaningful conversations and better outcomes. Holding the space also involves everyone being present and attentive, showing empathy and compassion, and modeling the behaviours everyone wishes to see.

Therapeutic Alliance

The third step is to cultivate the therapeutic alliance. This involves building a partnership based on mutual respect, trust, and collaboration. By cultivating the therapeutic alliance, people can leverage the collective wisdom and expertise of the organisation to co-create solutions that meet everyone’s needs. This approach also emphasises the importance of being transparent, honest, and accountable, which can help build credibility and trust over time.

In conclusion, one approach to making improvements in a new environment is to focus on building relationships, holding the space, and cultivating the therapeutic alliance. This approach recognises the importance of establishing trust and rapport with the people who are affected by the change. By taking the time to listen, learn, and connect with people on a personal level, a safe and supportive environment emerges that fosters open and honest dialogue, and ultimately leads to more meaningful conversations and better outcomes.

 

Radiant Responsibility: Companies Shine with Ethical Standards and Radiant Transparency

In the vast and complex world of commerce and industry, there are a multitude of factors that contribute to a company’s success or failure. Of these, perhaps none is more important than a culture of transparency and accountability. And one of the most powerful tools in promoting this culture is the act of whistleblowing.

Whistleblowing refers to the act of reporting misconduct or illegal activity within an organisation to those who have the power and responsibility to take action. It is an act of courage that can be difficult for the whistleblower, but one that ultimately benefits both the company and its stakeholders.

At its core, whistleblowing is about promoting a culture of transparency and accountability within an organisation. When employees feel confident that they can report unethical or illegal behavior without fear of retribution, it sends a message that the company values honesty and integrity above all else.

The benefits of this kind of culture are numerous and far-reaching. For starters, it promotes a sense of trust and confidence among employees, which in turn can lead to increased morale and job satisfaction.

In addition, a culture of transparency and accountability also promotes ethical behavior within the company. Employees are less likely to engage in unethical or illegal behavior when they know that their peers are also acting ethically.

Furthermore, a culture of transparency can also have a positive impact on a company’s reputation. When employees feel confident that they can report unethical behavior without fear of retaliation, it sends a message that the company is committed to doing the right thing, even when it is difficult. This can help to improve the company’s standing in the eyes of its customers, shareholders, and other stakeholders, all of which can have a positive impact on the company’s bottom line.

Ultimately, the benefits of whistleblowing cannot be overstated. It is a critical component of a healthy and successful organisation, and one that can have a positive impact on a company’s bottom line in a number of ways. Whether it is improving morale, promoting ethical behavior, or building trust and confidence, the benefits of whistleblowing are clear and undeniable.

In conclusion, in the complex and ever-changing world of commerce and industry, the importance of a culture of transparency and accountability cannot be overstated. And among the many tools available for promoting this culture, whistleblowing stands out as one of the most powerful. By supporting employees in reporting unethical or illegal behavior without fear of retribution, it promotes a culture of trust, confidence, and respect, all of which can have a positive impact on a company’s bottom line. So let’s embrace the power of whistleblowing, and work together to build a brighter, more transparent future for all.

 

At Face Value

I’ve hired a lot of people over the years. Both for my own businesses and on behalf of clients.

One thing most of these hirings have had in common is taking the successful candidates – well, all the candidates, really – at face value.

Which is to say, believing the things they say about themselves – about their character, their abilities, their experience, their needs, etc.. A bit like UPR (Unconditional Positive Regard).

Background

At the time, we needed an IEEE 754 floating point package for our commercial Modula-2 compiler. At that time our compiler only supported integer math, and for greater commercial appeal we decided floating point support was also necessary.

So we looked for someone with floating point implementation experience. We found someone who said he had such experience, and we took him at face value.

Nicklas

Let’s dive into our experience with Niklas. He was a student from Germany looking for some summer work experience in London. We had a chat over the phone, and invited him to join us. He took us up on the offer, and came to stay and work with us. His work was outstanding. Everything he had claimed, and more. He accomplished the necessary in two months. It would have taken me six.

Trust or Doubt

How likely is it that new hires are going to be impressed that the hiring manager, team or organisation doubts their word? Is doubt any constructive basis upon which to start building a positive relationship? Lack of trust, much?

How do you deal with candidates’ claims and representation of themselves? Scepticism or respect? Doubt, or trust?

– Bob

Quickie: Trust

Trust is not a characteristic of culture. It’s a (by)product.