TAG Consulting

4 Building Blocks For A Trustworthy Culture


September 28, 2017

We live in a society characterized by distrust. And this distrust has invaded the cultures of the organizations in which we work.

A recent poll found that only seven percent of employees strongly agree that they trust their senior managers to look out for their best interests.

Even worse, only seven percent agree that they trust their coworkers to do so!

The reality is that we live in a world that is saturated with distrust and your employees bring this distrust in the doors with them every day.

But there is hope. The same poll found that 58% of employees who had strong trust in their management were ‘completely satisfied’ with their jobs and 63% would consider spending the rest of their careers with their organizations.

It’s indisputable – there is a direct link between trust in leadership and employee engagement and retention. Organizations which have cultures characterized by trust are thriving organizations.

Our research and experience at TAG shows that employees who work for an organization defined by trust feel valued, work harder, experience greater satisfaction, and are less likely to think about leaving for somewhere else.

They belong, contribute, and make a difference.

An annual survey of “Best Places To Work In America’ found that the most appealing workplaces were distinguished by high levels of trust, cooperation, and commitment and did better than their peers and competitors in these ways:

-They have stronger long-term financial performance
-They experience lower turnover
-They receive more job applications
-They are more diverse in their employee/volunteer base

Organizations with thriving cultures have as one of their components the experience of Connection – their people are connected by trust and a willingness to let each other shine. Connected organizations are characterized by these four attributes.

1. Dependability
2. Communication
3. Learning
4. Integrity

Here’s an idea: have your leadership team engage in a series of discussions about trust in your culture, revolving around those four attributes. You’ll discover where trust is deeply rooted in your organization. And you will discover ways to shore up trust where it is lacking.

FREE Coaching/Consulting Offer For Leaders


September 25, 2017

At TAG, we are committed to leader development.

Notice, we didn’t say ‘leadership development’.

Leader development is the intensely personal and relational process of honing skilled, values-oriented leaders who major on crafting healthy and thriving organizational cultures.

One of the ways we develop leaders is by providing resources and tools. Our free downloadable White Papers, written by leaders for leaders, is one of the ways we do this.

And deeply rooted in our practice is Executive Advising, serving as a trusted advisor and confidant (some would call it “coaching”) for high level leaders who want to grow in their personal leadership capacity and make a difference with their lives.

Now, we’re bringing these two passions together.

For a limited period of time, if you download one or more TAG White Papers, you will receive thirty free minutes on the phone with a TAG Executive Advisor, with the topic being whatever you choose. Maybe it has to do with the topic of the White Paper. Maybe it’s around a challenge you are facing in your current leadership role. Maybe you could just use a conversation with an honest broker and trusted expert who spends hours each week helping other leaders excel.

The agenda is yours. There is no obligation and we won’t call you again unless you want us to.

There’s nothing to lose and perhaps tons to gain. After all, what better investment can you make than in yourself as a leader who serves others?

To get the process started, simply click here and download a White Paper or two. We’ll follow up via email with a no-obligation offer for your free Executive Advising session.

 

Is Passion Part of Your Culture? Depends On You


September 18, 2017

As leaders are crafting thriving cultures for their organizations, it is vital that they are doing internally what they are doing externally.

Great cultures have unity around great causes, values, and mission. These things are a reflection of passion – the kind of passion that is not driven by emotion but that fuels meaningful action.

In our Executive Advising work with leaders we often help them to identify their Driving Passion – that thing that they can’t not NOT do. Their Driving Passion may or may not sync exactly with the mission or their organization but one thing is for sure – it takes people with passion to lead passionate organizations.

Do you want to know your Driving Passion? Here are three questions which offer a place to start:

1. What do I believe is the world’s greatest need?
2. What do others say is the “one thing” for me (text someone right now and ask them!)
3. If I had unlimited time and money what would I do with them
?

The key is finding the intersection of human need with my driving motivator and then determining to bring whatever resources I have to bear on acting on both!

Maybe your Driving Passion is found in your work. Or maybe you need to create some margin in your life for your Driving Passion to be expressed. Whatever your strategy, your heart and soul and mind won’t rest until you find your Driving Passion and put it into productive and determined use, every single day!

 

A Personal Conflict Inventory


September 18, 2017

It’s controversial but we believe that the starting place when we face conflict is to say (and believe) that “The problem is me!”. This is because I am usually the only part of a conflictual situation that I can control or have influence over. I may not “win” or “solve” the conflict when I start with me, but I will grow in self-knowledge.

One of the most valuable areas of self-knowledge has to do with recognizing internal areas which cause me to trip up and fall into unhealthy conflict.

Here’s a challenge – take a look at the list below and take an honest inventory of yourself. How many of these might describe you?

  • I know exactly what things set me off and cause me to overreact.
  • I find myself reading other people’s minds.
  • I know what I fear the most – whether it’s rejection, loss of control, abandonment, or something else.
  • I have a clear read on the exact characteristics in others that annoy me the most. And I am aware of where those characteristics might reside in me.
  • I know what things about myself I work hard to keep hidden from others.
  • What things do I rarely if even do – even though they might benefit me?

Creating A Culture Of Trust


September 18, 2017

The most important ingredient in the process of crafting a thriving culture is trust. WIthout trust, not much else matters.

Trust is built by people and organizations keeping promises and by behavior that is consistent and predictable. When those qualities are absent from an organization, the result is distrust, resentment, hostility and a sense of betrayal. Motivation and morale suffer, Organizational cohesion collapses. Everything becomes dog-eat-dog.

Success is rarely achieved in a dog-eat-dog environment, at least lasting success. Success thrives on unity and unity feeds upon dependability and trust.

Great organizations take care of their people, sometimes even at great cost. They always keep their word, always to the highest appropriate levels of transparency, disclose as much as legally possible and – in times of need – go above and beyond to care for their people.

In our years of research, the wording that describes this trait of trustworthiness has become crystal clear:

Management can be counted upon to come through when needed.

Great organizations do more than the minimum. And what this really means is that leaders do way more than the minimum.

Trustworthy leaders do not blame people for shortcomings – they are accountable themselves. They do not scapegoat colleagues to climb the ladder. At times they own more than their share of responsibility. They do not just provide adequate resources – they give their teams more than they need to get the job done whenever possible.

Think of your team. Guaranteed anonymity, would they say this of you: I can count on my leader to come through when needed?

 

Storytelling – A Key To Crafting A Great Culture


September 8, 2017

 

The stories we tell reveal our organization’s culture.

And a healthy culture is the single most important factor in organizational success.

So the stories we tell are vitally important.

As we come to understand the importance of crafting a thriving organizational culture it’s tempting to star by asking questions such as “So, what’s our culture?”

But there’s a better way.

Stories are a much better way of getting at that answer, and provide more context and texture to the answer at which you arrive.

For new insight into the culture of your organization or team, try this exercise, which has the added benefit of being fun:

-Ask members of your team to meet with you and tell a three minute story. The topic is simple. “What has been our biggest success in the last three-six months as an organization?”

-Video-record (with permission) the conversations on your smartphone or other device.

-Gather the team together and watch all of the videos.

-Then, lead a discussion that gets at this question: “What do these stories tell us about our team culture?

Maybe you will see themes of teamwork, or a passion for customer service, or creativity, or determination. Maybe something else entirely.

But in any event, you will learn more about what makes your people who they are and what makes your team your team.