To be a leader (successful or otherwise), you must have followers.  Without the trust and confidence of your team you won’t succeed.  If you are perceived as untrustworthy your peers, subordinates and co-workers will work around you.

So, given how important the trust factor is, what actions have you taken to become a stronger leader by building trust?

Patrick Lencioni identifies these key points:

• Trust is the foundation of teamwork.
• On a team, trust is all about vulnerability, which is difficult for most people.
• Building trust takes time, but the process can be greatly accelerated.
• Like a good marriage, trust on a team is never complete; it must be maintained over time.

He also says trust is rare since the word itself is used inconsistently and that it means different things to different people.

When trust exists, communication is open, conflicts can be addressed in a healthy manner, and collaboration is enhanced because of sharing resources and jointly solving problems.  In other words, it becomes easier (and more fun!) to work together.

Trust is not limited to how we view other people; it is also about trusting oneself and our choices.

When we trust someone we do not worry about restricting the flow of information to them.  We will reveal our true selves; even aspects that may be unflattering.  We will also contribute ideas, interests or prospects.

Ways to build trust:

• Act with integrity; walk the talk.
• Protect the interest of people who are not present.
• Listen.
• Be sensitive and respectful.
• Take the leap; someone has to go first.
• Make realistic commitments and keep them; don’t over-commit and under-deliver.
• Judge substance, not image.
• Keep others informed of status’ and future plans; offer status reports and forecasts.

Lencioni says: “The key ingredient to building trust is not time.  It is courage”.  How courageous (and vulnerable) are you willing to be?

“Leadership without mutual trust is a contradiction in terms”.  – Warren Bennis

“Without trust, words become the hollow sound of a wooden gong. With trust, words become life itself.”  – John Harold

“Trust is what drives profit margin and share price. It is what consumers are looking for and what they share with one another”.  – Larry Light

Sincerely,

Michael W. Kublin – mkublin@peopletekcoaching.com

Jan Mayer-Rodriguez – jan@peopletekcoaching.com

PeopleTek® was founded on the belief that within all of us are the traits and characteristics required of successful leaders creating successful organizations.

Our unique individual and team programs, called Journeys™, inspire leaders of all levels to be confident and attain greater results personally and professionally.

For more information about PeopleTek visit our website  www.peopletekcoaching.com

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Dear Leaders,

We all know the economic climate is not where we’d like it to be.  Given this, have you taken the time to review the job you currently have and reviewed your career opportunities?  Is it where you want to be?  And although no job is secure, how do you feel about how sustainable your position is?  Have you proven that you add value in your position?

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Meade Dickerson, Certified Executive Coach provides the following 12 tips for managing your career:

1. Position yourself well before challenging times hit.  The best time to act is before, not during a downturn. If you’re just starting out or looking for a line of work to get into, consider a recession proof career.
2. Focus on the job you have. Are you already employed? Then one of the best things to do during tough times is to concentrate on your current job and do your best to shine.
3. Raise your opportunity cost as high as you are able at your company. Make it tough for your boss to carry on without you.
4. Keep your eye on your company. Watch your boss. Understand how your company is operating to get a feel for its health. If they start cutting hours at your job, get ready for other changes.
5. Create a game plan with priorities and contingencies. Have you thought of what you would do in case you get laid off?
6. Cut costs and control your budget now. Be frugal! Enough said.
7. Make sure you have an emergency fund that amounts to at least 6 months worth of living expenses.
8. Understand the consequences of a layoff. Be aware of unemployment benefits in your state; tally up your employee-sponsored accounts and benefits; look to your HR department for next steps.
9. Know your strengths, skills and talents. Look at more than one type of work that you can do based on those skills.
10. Consider employment options beyond what’s typical for you. You may be wired to think that you should only be doing one type of job. See if there are possibly other jobs you can enjoy doing and explore those possibilities.
11. Tap your support network for advice and job leads. Network!
12. Widen your options and keep them open. If you think that where you live is not cutting it and that you may not be making progress financially due to a lack of prospects in your neighborhood, then it may be time for you to make a huge change, such as moving to an entirely new place where you may find greener pastures (you’ll need to be careful here, because not all pastures are green elsewhere….).

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Additional tips include:

• aways have an updated resume available
• Validate your strengths and weaknesses by soliciting feedback from trusted colleagues
• Obtain a mentor
• Invest in yourself to keep your skills current.

Take the time and make the commitment to secure your future!

Sincerely,

Michael W. Kublin and Jan Mayer-Rodriguez

http://www.peopletekcoaching.com

To contact PeopleTek:

Mike Kublin
email – mkublin@peopletekcoaching.com
phone 1.888.565.9555 x 711

Jan Mayer-Rodriguez
email – jan@peopletekcoaching.com
phone 1.888.565.9555 x712

Dear Leaders,

I’ve been training leadership excellence for the past 14 years and am now sharing a complimentary workshop called “Discovering The Courageous Leader In You”.

While conducting this program I’ve noticed a trend.  There are 5 P’s or actions which the most successful leaders and managers use to their advantage.   They are Passion, Persistence, People, Process (this includes Planning) and Profit.  (I am sure there are others however this is what I’ve observed).

Today I want to highlight the PEOPLE behavior. We’ve asked many leaders to remember a past boss or leader that has impacted their lives in a positive manner.

I’ve been told:

1. Great leaders are great listeners. They listen so closely that others feel that they’ve been heard.
2. Great leadersgenuinely care about their staff’s careers not just performing a task. They show this by having one-on-ones that focus on their staff or even their peers and by providing mentoring and coaching.
3. Great leaders understand different types of people and how to treat each one as unique and special. They understand and respect if some individuals need space to think and plan.
4. Great leaders stretch their people to excellence (none of them are easy with the work!!!)
5. Great leaders are in the boat with you and have compassion for the things you’re experiencing. You can feel their involvement and they make themselves visible during difficult times.
6. Great leaders truly feel PEOPLE really come first because of their actions, not just by what they say but rather by what they do.

I’d like to highlight a leader who was recently featured on Good Morning America. His family owned a bank for many years in Miami, Florida. Their bank had been approached numerous  times by larger banks for mergers but they continually resisted these efforts.

The bank had special relationships with its staff and customers  with most of the staff having great tenure.  The staff was empowered to make decisions, implement processes, and deal direct with the customers.  Their leader provided the resources and support they needed to treat customers in a special high quality manner.

The CEO said “we are special because of the way we work and treat our customers. It’s not me, it’s the staff that deserves the credit”.

Early 2009 the bank was again approached requesting they sell a large majority of their shares; this time they felt it was an offer they couldn’t refuse.

The CEO made a list of ALL the current and past employees.  He then split $60 million dollars among the entire staff, past and present.

This leader truly recognized how and why the bank was so successful and he applied the behaviors and actions he found invaluable.   (For those that are curious the bank owner’s name is Leonard Abess Jr and the bank is City National Bank of Florida).

These are just a few of the behaviors that great leaders exhibit with regards to their people.

Sincerely,
Michael W. Kublin

For more information about PeopleTek visit our website

http://www.peopletekcoaching.com

Or contact:

Mike Kublin -  email mkublin@peopletekcoaching.com
-  phone 1.888.565.9555 x 711

Jan Mayer-Rodriguez – email jan@peopletekcoaching.com
- phone 1.888.565.9555 x712

The Complete Story…

Call Toll Free – (888) 565-9555
http://www.peopletek-coaching.com

"Leadership development is a lifetime journey, not a quick trip". – John Maxwell  

TIPS FOR ENABLING OTHERS:

• Find ways to increase interaction among people who need to work more effectively together.  (Teamwork and trust can only be built when people interact informally as well as formally).
• Commit to replacing the word "I" with "we". As a leader you can't do the job alone.
• Replace the word "subordinate" with "associate" or "team member".
• Assign important tasks to others and provide assistance as needed.
• Regularly ask co-workers for their opinions and viewpoints.
• Make sure everyone in your organization receives at least 40 hours of job-related training each year.
• Hang out at the coffee machine each morning to engage in conversation and learn how things are going in your associates' lives outside of work.  (This is not to pry but to show genuine interest).
• If your office has a door leave it open; use conference rooms for private matters.
• Admit your mistakes and be willing to say "I don't know".
• Consistently (preferably weekly) share how the unit is doing towards meeting their goals.
• Publicize your team members' work; point out when teamwork is truly exemplified.
• Volunteer to coach someone in a skill you have.
• Build a network, get connected to the key people in your organization who are critical to your mission and goals and introduce your team members to them.  

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"Perhaps none of us knows our true strength until challenged to bring it forth". – Jim Kouzes and Barry Posner

Dear Leaders,                 
 
Jim Kouzes and Barry Posner provided these leadership tips in LPI – Leadership Practices Inventory.   
 
As leaders we not only have to have clearly defined vision and mission statements, (and goals that can be acted on), but we also have the responsibility to help others build confidence, increase knowledge and skills, inspire performance, and create an atmosphere of trust.
 
As you reviewed the list of tips, did any pop out at you?  If yes, was it because it was something you consistently did or something you'd like to start doing?  Helping others feel their sense of value and building cooperative relationships will enhance the work atmosphere, foster collaboration and ultimately improve results.
 
Remember:
Leadership = Taking others where they've never gone before and wouldn't go by themselves.

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PeopleTek Events for August 2008:

Leadership Journey I - 

• August 6 -  Session 1 of 12 conducted in Phoenix, AZ
• August 12 – Session 1 of 12 virtually facilitated.  

This is an open enrollment period for the above programs  

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Creating Individual and Team Excellence!
http://www.peopletekcoaching.com
888.565.9555   

Sincerely,
 
Mike Kublin & Jan Mayer-Rodriguez