{"id":141,"date":"2013-03-13T15:06:12","date_gmt":"2013-03-13T23:06:12","guid":{"rendered":"http:\/\/encouragement.com\/blog\/?p=141"},"modified":"2013-03-13T15:06:12","modified_gmt":"2013-03-13T23:06:12","slug":"good-outcomes-or-bad-it-depends-3","status":"publish","type":"post","link":"https:\/\/encouragement.com\/wordpress\/?p=141","title":{"rendered":"Good Outcomes, or Bad? It Depends."},"content":{"rendered":"

Last month, the results of our Fault Lines Leadership Study showed us “The Biggest Mistake a Leader Can Make” is a very specific behavior \u2013 not listening. This month, the data take a new track, as we look at the second most prominent leadership mistake mentioned by the survey’s participants \u2026 “Losing Trust.”
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J<\/strong><\/span>ames Allen explains in his valuable guide, ‘As a Man Thinketh,’ that our way of thinking significantly influences what we experience in life \u2013 either uplifting, positive outcomes \u2026 or their evil twin, “the downside,” or negative outcomes. Our thoughts direct our actions \u2026 our actions determine our results \u2026 and thus, we make things what they turn out to be.\n<\/p>\n

When we consider the leadership mistake of “losing trust,” we recognize this is an “outcome,” as compared to an individual behavior (like we discussed last month about “listening”). Losing trust can be the result of a lot of different things, and isolating a single, specific fault may be difficult. If a leader has lost trust, can we even be sure the cause is just “one thing?” Maybe there’s a whole lot that’s contributing to the problem?\n<\/p>\n

Since trust is experienced by employees on a number of levels \u2013 from what’s happening in the overall organization, to the team, the boss, or issues with a peer, or peers \u2013 we’re just going to deal with trust between you, the leader, and your followers in this article.\n<\/p>\n

“Trust level” is a good way to summarize the general state of your relationships at work, and how people see you. Managing trust is very important to your effectiveness.\n<\/p>\n

Any Breakdown in Trust Goes Negative
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Let’s consider how you really feel about the people you’re leading? Do you trust them? If not, what do they have to do to earn your trust? Because, any lack of trust on your part, is returned with a lack of trust on theirs.’\n<\/p>\n

Think you can hide your feelings? Don’t kid yourself. They know.\n<\/p>\n

A leader who alienates and marginalizes his\/her employees will lose them. People want to contribute, and bring something to the table. When they’re not acknowledged and trusted appropriately, they feel devalued and left out. No amount of leadership gimmickry (pizza parties, silly certificates, etc.) will overcome the damage.\n<\/p>\n

An atmosphere of distrust comes from:\n<\/p>\n