In my new book about the success factors of High Performance Organizations (HPOs) I will write extensively about an important characteristic for the HPO manager: TRUST.
Managers in an HPO maintain and strengthen trusted relationships with their employees by being honest, visibly valuing loyalty, treating smart people smart, showing people respect, listening to and asking help from others, learning from others, creating and maintaining individual relationships with people, having belief and trust in others, and exhibiting elemental fairness in the way people are treated. These managers stay in touch with their employees by knowing and dialoguing with them. They apply a collaborative, re-conciliatory style and give confidence to people by only criticizing them when they are present or in bilateral conversations, and by “fighting to the death” for them at higher management levels. HPO managers create fairness and equity in management decision-making, they value contributions of employees, and they recognize these employees for their achievements by acknowledging people’s efforts to change and giving them credit for it. They behave in a predictable and consistent manner, communicate openly and clearly, treat promises seriously and are honest and forthright.
HPO managers are aware that in current times trust still comes on foot but now leaves per formula 1 race car, as every mishap ends up immediately on the internet for the whole world to see. Just as I hope this post will be read by the whole world…
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