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Careers
  Building Trust as a Matter of Survival, Expansion, & Excellence --- Volume 02 Issue 05

Where would you place yourself on the continuum of development in your career and in your workplace? Mostly focused on survival? Expansion or growth? Or tweaking excellence & prosperity at higher levels? Or are you focused on creating "life balance" at both home and work?

First of all, as an individual, it's important to name where YOU are. If you are focused on more than one of the above, assign a percentage (equaling 100%) and begin to let this information sink in. Begin to observe for how you are---or are not---gearing your decisions to match the scope & priority of these areas. Remember, of course, that fears are not facts---even dreams are not "facts"---but that you can materialize both the worst and the best depending on what kind of career & business (& life) decisions you are making.

Does this match up at all with where your KEY PLAYERS are at in your organization? (Key players from your perspective can be your boss, supervisor, & certain colleagues; OR if you ARE the boss, key players can be your star employees, executive management team, board, etc.) As a leader in your organization---whether at the top or somewhere below---your focus and approach may be at odds with the key players in your life.

That's not necessarily bad news. How you perceive this to be a problem or another set of resources will be a strong force in determining what happens next. However, positive thinking is only scratching the surface here. Regardless of whether you are on opposite ends of the continuum with your key players or not, a trusting relationship unlocks A LOT of stuck places.

"I'd be a fool to trust THAT guy!"..so one might say. Well, it's not a good idea to alienate people either, so what options are left? Try goodwill. Yes. Goodwill. Goodwill doesn't require trusting that person yet---doesn't even require that you really WANT to trust anyone yet---just that you're willing to send some goodwill, maybe give that person the benefit of the doubt----that would be a start. Are you at some advanced level of trust already? Wherever the trouble spots are, you'll most likely find gaps in the trust you think you have. You ARE human, so they ARE there.

Goodwill DOES require that you trust yourself, however. "Hmmm. Of course, I trust myself!" . . . one might say. Great! How far? With what ? With whom? Under what conditional circumstances? In fact, it IS good to know what your own limits are---in order to use other people's strengths better. However, that's different from challenging yourself to see where your trust gaps are and how they play into the organizational dynamics of your workplace. Can you trust yourself to ask for information you are afraid to hear? Can you trust yourself to manage the emotional side of the workplace when those around you are exhausted, reactive, & making fear-based decisions? Is yours the case of the "low grade fever" where most everyone is working well, but nagging doubts are infiltrating trust levels? That's usually the beginning of the slippery slope for organizational dynamics to get out of control. Proact! Be on the leading edge of change in your organization!

Bosses, if you are looking for accountability & fairness, people feeling good about working together & producing real bottom line results, call Transition By Design to help guide you through the complexities of organizational dynamics. . Professionals, if you want be the employee that makes the difference, call: 785-235-2500 or e-mail: mail@transitionbydesign.com . Life & Job Satisfaction: It's not just for the lucky few!

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