Anyone who visits here frequently knows that trust is my favorite subject–and getting more favorite all the time. Trust in my mind ought to be the focus of all communicators and for that matter all CEOs.
Now I see that Steven Covey (noted author and son of Seven Habits fame author) has focused his insightful attention to the idea of trust and has a book out called “The Speed of Trust.” This one is definitely on my must read list and I hope it on yours too. Here, courtesy of Bulldog Reporter, is a preview of what this book is all about.
But the problem with talking about trust is that really, it is all very simple. At least to talk about. Go back to this blog (or read our company’s brochure ) or sit in on one of my presentations and you will see the same message over and over. Trust requires two thing: doing the right things and communicating about them well. What does Covey have to say? Here is a quote from the article linked: How can you show and establish a track record? The answer is to get the right things done, the right information out there.
Easy squeezy. Now, how do you do it? The question for the communicator is particularly challenging because he or she operating in a large organization does not necessarily control the actions of the organization when it comes to doing the right thing (or even key decisions about communicating about it.) This is both the key to gaining access to the executive suite and the necessity of it. Someone needs to constantly be asking the question in the organization: will this build trust? Will the action we are considering result in more trust or less trust? Are there facts, questions, concerns being kept hidden that if uncovered would seriously undermine our credibility and trust? Someone must be asking these questions. The person asking them must have the best interests of the organization at heart and must have a clear understanding of the consequences of actions taken–even those taken to build trust. But, given these things, if you find that you are asking the questions and you are being put in a category of trouble maker, or whistleblower, or curmudgeon, or not a team player, perhaps it is time to ask yourself the question if you are working in the right organization.
Maybe here is a simple way to start. Next time you are asked at a social gathering what you do for a living, answer: “I’m a trust builder.” See what the reaction is.