Trust, change and management

Trust and Follow Through
Steve, Member
Change within an organization does not rely on trust but the emphasis should be on collaborative efforts to achieve the goals.
Trust is gained by the follow through of stated actions to achieve these goals.

Trust and Achieving Goals
Rick Garlick, United States, Member
@Steve: I think you both have a point; however, it is often hard for the "workers" to trust in management when they care only about numbers and execution.
Most of the research shows that empowering the workers (not just delegating) has a high correlation to a successful change event.
Of course, this is easier said than done, as we have all seen the manager give responsibility away only to step in later, or "advise" that it get done the managers way.
If you can truly let go of the responsibility and give others full accountability for a few things, you will notice that not only will the trust level go up, but execution/efficiency may improve as well.

Trust, Change and Management
Eben Enslin
I agree with Rick. We want to get to the place where we have "engaged" employees that are able to develop positive relationships with people and be accountable for their results.
Typical signs of poor trust relationships include:
- Unhappy staff
- Breakdown in relationships on all levels
- Hidden agendas
- Interpersonal conflict
- Inter departmental rivalries
- Win-lose thinking
- Blame shifting
- Withholding of information
- Failing to deliver results.

Trust, Change and Management
Isaac E. Kruger, HRA, Management Consultant, South Africa, Member
Eben and Rick I concur. Trust or the lack thereof is also derived from successful / failed change attempts in the past. Managing change is just that. One needs to anticipate certain reactions and inactions from both employees and management alike.
Note that quite often resistance is expected from the general employees only to find out that your biggest resistance is among management. This might be for various reasons.