Trust, Transparency, and Vulnerability

 

Sometimes, people link trust to transparency as if they are either interchangeable or one is dependent on the other. I do believe a successful leader must be trusted by their followers and that a leader should be as transparent as humanly possible -- especially when so much of our work is being done remotely.

We know that trust isn't something a leader can demand or even build. Trust must be earned. Trust is earned when we demonstrate competence, reliability, honesty, and kindness. According to Rachel Botsman, an academic and author at Oxford University, "trust is earned in the smallest moments, not through heroic deeds or highly visible acts."

We also know that employees always seem to want to know more than they probably need to or should know. And if you say you are being transparent and then legitimately hold back information the staff thinks should be shared, will their level of trust be diminished? Maybe yes, and then what?

Here's a thought. What if we didn't link transparency to trust but instead coupled it with vulnerability? How might that help leaders earn trust?

Patrick Lencioni, author of The Five Dysfunctions of a Team, says that strong leaders are the ones who aren't afraid to show vulnerability -- especially when they admit they don't have all the answers. When we show vulnerability to our employees and it is authentic, we're going a long way toward earning the trust of our teams. A vulnerable leader can inspire greatness and engender trust.

Showing vulnerability can also encourage questions that might lead to workplace solutions. When the leader acknowledges they don't have all the answers, it encourages others to share their ideas and maybe even share their own vulnerability. 

Other ways to build trust are:

• Live your values every day
• Listen more than you talk
• Get to know your employees and trust them to make good decisions
• Operate in a way that encourages openness and transparency
• Treat everyone with respect
• Show your employees that you value them as individuals -- not just for their work
• Communicate often
• Set clear expectations and hold people accountable

Be transparent when you can, trust your team, and let them see your "not so perfect" side from time to time, and odds are you will earn the trust of your staff. 

Imagination & Creativity - A Tip From The Manager’s Answer Book

Did you ever think about what gives you a different perspective?  Is it a new setting, or situation, or circumstance? Did you ever hear people say that they’re most creative when they are not at work? There’s something about stepping out of your usual routine and environment that allows new ideas to flood our brains.  When you expand your perspective, you expand your horizons as well. 

In 2020, we’ve found ourselves in new and different situations and circumstances. These days people are not at their usual place of work, but are still working, and working amidst distractions and interruptions. Enough to stifle anyone’s creativity, but it’s certainly bringing a new perspective to the way we do things. To paraphrase the title of a Tony Schwartz book, the way we used to work isn’t working anymore. 

Manager’s Tip:  During these difficult times, don’t lose your perspective. Opportunities can grow out of chaos and crisis. Potential can be unlocked creating positive and lasting change for your organization. It’s the time for new ideas and energy, for taking action, and for putting people first. You just have to expand your perspective. One silver lining I see from this pandemic, it will retire, forever, that tired phrase we’ve always done it that way!

As leaders in your organization, you recognize that creativity and innovation are critical – whether it’s developing new products or services or just finding improved ways of doing things.  You want nurture that innovative self inside each and every employee. You

need to start by letting your employees know that you are open to new ideas and suggestions and that you value their creativity. However, recognize that in these times, idea generation is going to take more time and effort. Be patient. Let the process be organic. 

You can read more about imagination and creativity on page 98 of The Manager’s Answer Book a proud 2020 Winner of the Next Generation Indie Book Award. The Manager’s Answer Book is available from Amazon -- https://tinyurl.com/y8umaqpz - Barnes & Noble or your local independent bookstore.

And remember “What you imagine you create.”

A Tip From The Manager’s Answer Book: Your Management Brand

 

As a manager, all eyes are on you.  You bring knowledge, skill and experience to the job. Managing in our current environment is and will continue to be different. As work gradually moves back into offices, managers will have to manage differently and trust their employees. Now more than ever before, the quality of output and results must be the focus of performance measurement, rather than the number of activities or amount of time spent at work stations, in order to sustain productivity, avoid burnout and produce results. 

Successful managers have to show they are not only competent in their area of expertise, but they have to show they are credible, agile, and empathic.  So how do you do that, and why is it important.  

Manager’s Tip:  You do it by creating your personal brand. Your brand is how you present yourself – how you communicate, act and interact with others. As a manager, you are representing the organization – whether interacting inside or outside – so you always want to be mindful of how your actions uphold the organization’s positive culture.  There are critical traits that illustrate a positive personal brand. Clearly at the top of the list are ethics and integrity – being true to your values and principles. You demonstrate this by making decisions that don’t contradict your values, seeking out people with common values and respecting the people around you. Trustworthiness is a close second to integrity.  You show other people that they can trust you by maintaining confidences, exercising discretion and avoiding rumors and gossip.  Listen to your staff and be as transparent as you possibly can. Be fair and consistent with your staff and admit when you are wrong.  And finally courage – having the confidence and integrity when you see something is wrong or not moving in the right direction to say something. Confront wrongdoing no matter where it’s occurring. Step up and do the right thing. Finally, courageous leaders not only speak out and take an opposing point of view, they also advocate for ideas and positions that may not appear to be popular.

You can read more in The Manager’s Answer Book a proud 2020 Winner of the Next Generation Indie Book Award.  Section Four is devoted to creating your personal brand.  Ethics and integrity is discussed on page 111, courage on page 113 and trustworthiness on page 120. The Manager’s Answer Book, is available from Amazon -- https://tinyurl.com/y8umaqpz - Barnes & Noble or your local independent bookstore.

Judge a Book by its Cover

Yes, that’s right. Ignore the old adage that you can’t do so.

Book covers have been consuming our time recently as we move along in our self-publishing process for our up-coming book, They Did What? Unbelievable Tales from the Workplace. There is so much to consider: artwork, font type, color. Will the thumbnail image stand out online? At one of the first Writer’s Digest conferences we attended, we heard a presentation by a designer who said you wanted to keep one word in mind, crap, and keep it in mind for a good reason. 

CRAP is an acronym for C=Contrast; R=Repetition; A=Alignment; and P=Proximity. These are all important elements of book cover design, in addition to the others we mentioned. It was at that point—over seven years ago—that we vowed to each other that when (not if) we finished and self-published what we thought would be our next book, we would definitely turn to the professionals and abandon any DIY thoughts.

Does the advice of don’t judge a book by its cover apply to people in the context of making first impressions? Perhaps, but let me share a recent experience.  

Since the spring of 2020, living and working from home has been a reality for all of us. Is working in pajamas, sweats, t-shirts and, shorts effective? You’ll have to judge that for yourself. Recently, I was getting ready for a day where I had two calls scheduled. The first an informal Zoom meetup with friends, and the second, an interview for a podcast on the Go To Meeting platform. I put on a nice, but plain, turquoise top and realized that some jewelry, which I’ve hardly been wearing lately, would dress it up. This was accompanied by, yes, a pair of shorts.

When I got on the Go To Meeting platform, I realized there were both audio and video components.  Although only the audio would be recorded, while I was talking to the host during the interview, I could see myself on camera. It gave the experience a more personal touch. The addition of the jewelry, I realized, gave me a more professional look and put me in the right mindset for the interview. I was judging myself by my own appearance, positive and professional. 

In these times, sometimes the little things, like a different shirt or the addition of accessories (other than a mask) can make the world of difference in how you feel about yourself. It’s an individual experience. For me, on that particular Friday, I can say that I didn’t look nor feel like, well, CRAP.

P. S. In the coming weeks, we should have a book cover for They Did What? Unbelievable Tales from the Workplace to share. 

A Tip From The Manager’s Answer Book: Beyond People Management

I was once asked during a radio interview: When I think of being a manager, I think of managing people. Can you comment on other things a manager deals with, managers, and/or has to understand?

Wow. This takes on a whole different dimension in 2020. As a result of the COVID-19 pandemic, systemic change was thrust upon us without notice, and without the benefit of planning. The future of the workplace became the present overnight. Managers are finding they have more of a role in managing technology with the proliferation of virtual meetings and use of collaboration tools. They have to create, manage, and implement new processes. They also have to manage change – the challenges both they and their staff are struggling with as they work from home. 

Manager’s Tip: Depending on your organization, you may be called on to manage a special project or program from time to time. This may involve bringing together a team of people from different departments – people for whom you have no direct authority over – to work on a new initiative. This is where your influencing skills are helpful. You are also responsible for managing resources in your organization. You may have to manage materials if you are manufacturing a product. Most managers have a budget and have to manage financial resources. If your organization has proprietary assets – information or products – that must be protected you and your staff must follow procedures to keep the intellectual property safe. And you may find yourself managing customers and outside business partners. The key to managing service providers is to set clear expectations and hold them accountable – just as you would your internal partners and employees. Likely there are contracts in place with these providers, so become acquainted with the terms and conditions of those contracts. 

You can read more about managing budgets, projects, and resources in Section 1 of The Manager’s Answer Book starting on page 15. The Manager’s Answer Book is a proud 2020 Winner of the Next Generation Indie Book Award. It’s available from Amazon -- https://tinyurl.com/y8umaqpz - Barnes & Noble or your local independent bookstore.

A Tip from The Manager’s Answer Book: Mentoring and Millennials

Remember when we thought that mentors had to be older people with many years of experience? Well, those days are over. A better definition of a mentor is “anyone who has knowledge you don’t have.” This new take on mentoring is playing out in organizations today as Millennials mentor Baby Boomers in how to get the most out of technology as often as Boomers mentor Millennials in how to survive office politics!

If this pandemic has shown us anything, it’s that we can learn a lot from the Millennials.  We’ve a younger colleague who had worked to get her organization up and running on Microsoft Teams—well before the pandemic hit. Her efforts were resisted at first, but lauded when the rest of the management team realized that the transition to working from home was seamless. The new normal that we’re facing isn’t necessarily hard, it’s just different, and we’ve got to adjust to the differences.  This is where the Millennials can help. They can show us how to use new tools and upgrade our technology and skills if we’re willing to listen and expand our point of view. 

Mentoring is the classic win/win situation. The mentee gains knowledge they didn’t have, and the mentor has the satisfaction that comes from doing something to benefit another. Those who are challenged by the new technology will come to realize that it’s taking business to the next level and it’s Millennials who are driving that path forward. Take them seriously and learn from them.

Manager’s Tip: If you want more ideas on mentoring, The Manager’s Answer Book answers this question: “I’ve had wonderful people during my career who served as mentors and helped me get to the management level. I’d like to start a formal mentoring program and have the support of senior management to do so. Can you give me some ideas on how to get started?”

“Answer: Good for you to want to ‘pay it forward’ and encourage mentoring in your organization. Mentoring is an excellent tool to develop staff that doesn’t cost much (or any) money but it can pay huge dividends for the individual and your organization, including your ability to hire talent employees. Smart job applicants ask if they might have a mentor to help them be productive if they join your organization. Other benefits of mentoring programs include the development of cross-organizational connections as people mentor employees from other departments and build channels of communication—often between people who might not have otherwise worked together.”

For more information on designing a formal mentoring program or selecting a mentor go to page 138 of The Manager’s Answer Book, a proud 2020 Winner of the Next Generation Indie Book Award. It’s available from Amazon -- https://tinyurl.com/y8umaqpz - Barnes & Noble or your local independent bookstore.  

Lifelong Learning – An Evergreen Concept - A Tip from The Manager’s Answer Book

“Lifelong learning is fundamental to building strong communities, companies, and economies.” This is a quote from a Harvard Business Review article published in its May-June 2018 issue entitled Why Lifelong Learning Matters More than Ever. In 2018, we could not have foreseen the circumstances under which we’d be managing in just two short years.

The article discusses how life long learning can go a long way toward helping us solve the skills shortage. There are more and more learning possibilities available to our employees, and during the pandemic we currently find ourselves in, everyone is having to get up to speed on technology and doing things virtually. That includes learning. People have been using their time in isolation to brush up on numerous learning opportunities. We’re all learning how to be more effective in virtual meetings. With webinars becoming more frequent events, there’s an opportunity to learn how to be an efficient presenter and an active participant.  

Manager’s Tip:  Life-long learning is a critical issue which we discuss in The Manager’s Answer Book:

Question: “I want to encourage my employees to continue to learn and grow. What can I do to help them see the importance of continuous learning?”

Answer: “Share what you’re learning with your staff. You can do this in a staff meeting by taking a few minutes to share a book, article, or other resource you’ve found to be helpful. If your employees seem receptive, it is a great idea to ask everyone to read a particular article or watch a specific video and then discuss it when you next meet. This is an easy way to get your employees interested in expanding their knowledge or skill base.”

There are so many ways to learn using available technologies, including:

• Webcasts
• Podcasts
• YouTube
• Online articles
• Audio books
• TED Talks

For more on this subject, see page 99 of The Manager’s Answer Book, available from Amazon -- https://tinyurl.com/y8umaqpz - Barnes & Noble or your local independent bookstore.

Finally, a shoutout to Next Generation Indie Book Awards. The Manager’s Answer Book is a proud 2020 Winner in their Career Book category.  The staff did an excellent job of conducting a virtual awards ceremony last month on Facebook Live. A learning opportunity for them.