Trust, change and management

Trust, change and management

Trust creates trust, mistrust creates mistrust! Managers should create trust in order to be trusted by others. A barrier towards mistrust is a lack of knowledge and the understanding of concepts which leads to the ineffective implementation thereof. Only then the working environment will be friendly for change.

		Steve
	Trust and Follow Through 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.

		Rick Garlick United States
	Trust and Achieving Goals @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.

		Eben Enslin
	Trust, Change and Management I agree with Rick. We want to get to the place whe (...)

		Isaac E. Kruger, HRA Management Consultant, South Africa
	Trust, Change and Management Eben and Rick I concur. Trust or the lack thereof (...)