In 2023, we have witnessed remarkable strides in technology, particularly within the awe-inspiring realm of artificial intelligence. Yet, amid this amazing technological milestone, there’s an unsettling reality we often fail to address – our progress in how we interact within workplaces seems to be stagnant.
I deliberately used “seems.” Take Netflix, for instance; they’ve embraced an unconventional approach to leadership. They have cultivated a culture where creativity thrives, all guided by their rule-defying “no rules” principle and their steadfast commitment to a “people-first” ethos. It’s an inspiring and invigorating exception, but regrettably, such workplaces are rare.
Major U.S. companies are making headlines by issuing mandates that require all full-time employees to return to the office, with the looming threat of job loss hanging over them. This approach to workplace dynamics, fueled by authoritative ultimatums, feels like a step backwards. In the same year when AI is being integrated into various aspects of our lives, CEOs are still addressing their employees, who are the lifeblood of their organizations, with one-way dialogue and minimal empathy for the upheaval such a shift will cause in their lives.
No matter where you stand on the remote vs. in-office debate, one thing’s for sure: The way some companies are making and presenting these “return to office” decisions are not aligned with trust-building or nurturing relationships. It doesn’t keep the betterment of all parties involved in the forefront, and it doesn’t inspire lasting employee loyalty.
Now envision this scenario – employees return to the office with expectations of soaring productivity. However, the anticipated surge never materializes. In this moment, keen observers of the company will realize the missing piece: trust.
What often goes unexamined in this moment of “trust deficiency” is the series of events, both minor and major, that led us to this point of eroding trust. Rarely does anyone connect the dots that the ultimatum of “return to the office or lose your job” may have contributed to the company’s current state.
The question that constantly echoes in my mind: “Why do we begin talking about trust, when it is missing?” We are undeniably overdue for a shift in the norms of workplace dynamics, what if we start here, with embracing trust? What if we decide to be proactive? Let’s draw inspiration from the omnipresence of AI and begin integrating trust into every facet of our lives.
Are you ready to embark on a journey to explore trust-first leadership. What is it you may ask? In essence, it’s making trust the guiding principle of your leadership journey. It’s nurturing each new relationship into a trusted partnership through awareness, acceptance, activity, and appreciation. It’s about creating a safe haven for each member of your team, and ensuring trust continues to thrives within your team, in the midst of the wins and especially for the losses. It’s keeping a vigilant eye on the reliability of the resources your team requires to excel, and walking in integrity by authentically embodying the core values of your organization.
Trust-first leadership requires an on-going commitment to continuous self-reflection: it’s about gaining insights into how you can elevate trust levels within yourself, with your team, throughout your systems, and across your entire organization.
In summary, trust-first leadership is about making “trust” the driving value of your leadership approach, where your perspective on everything starts with the intention of establishing and sustaining trust. I am personally inviting you to join me on this transformative journey where you deepen your understanding of trust, and allow it to lead the way in all aspects of your present role.
For personalized insights on how you can apply the principles discussed in this blog post to make an immediate impact, feel free to schedule your complimentary “Elevate Your Team in Just Twenty Minutes” strategy session.