The research and writing I do focuses on the many aspects of trust. Trust is crucial to any relationship, personal or professional. I had a very fun week in that so many of the discussions I had revolved around the trusted leader, admired and appreciated. Students, clients, colleagues, friends, and others shared stories about the leaders they trust. It was a nice change of pace considering many of the stories that get shared in my research are not always so fun (see my past few blogs). I do not want to hide the dark side of leadership, we can’t grow or learn that way. I DO want to make sure it is balanced with the light.
The discussion this week in my classroom was about organizational vision, strategy, and culture. I am incredibly lucky because the students in my class are seniors and have experience in the field through required internships and coops, as well as current jobs they hold (the advantages of working at a polytechnic university!). Organizational culture is about the shared norms and assumptions about the acceptable and desirable behavior of those working there (Daft, 2011). It’s about the values shared among the team members. We spent some time talking about how ceremonies reinforce organizational culture. In past semesters, the students would share the most known type of ceremonies: birthday parties, anniversaries, retirements, etc. Those ceremonies, in my opinion, are still very important. Ceremonies are a way to celebrate individuals, success, and show appreciation. What surprised me was the creativity of ceremonies in their companies: celebration of new clients (with the client!), yearly parties to celebrate the founding values and principles of the company, a farewell party for them as interns because they did amazing work while there in such a short time…the list went on. These were ceremonies I had never experienced or heard about.
Their enthusiasm about these ceremonies was not just fun to see but reminded me of something I tell every client of mine: if there is one thing any worker wants regardless of age, education, or position, it is they want to be valued for their contribution to the organization. I wish you could have seen their eyes and faces. It was one of those light-bulb moments, and it was awesome!
Trusted leaders are trusted because we can believe and act on their words, actions, and decisions (Lewicki & Wiethoff, 2000). A trusted leader’s words, actions, and decisions show they VALUE us and our contributions. It doesn’t have to be through a ceremony (although they are nice and important). It’s about creating relationships with us to know our strengths and motivators. The trusted leader knows our development goals and works to help us achieve them. The trusted leader is transparent and shares the good and the bad with us and asks us our opinion. The trusted leader is honest with us when we need it the most. The trusted leader values having us in the organization. That valued feeling is what makes us want to go to work and leave feeling like we contributed to something good…even on those days that truly suck.
I have been thinking about the trusted leaders I have worked for, and I can say, I am very lucky to have worked for many. I am still in touch and consider many of these trusted leaders my mentors, and even better, my friends. They were kind to me, got to know me, pushed me when I needed it most, called me on my shit, and regularly reminded me that it was great to have me on the team. Their value in me didn’t have to be directed at me; I saw how they valued everyone in the organization, how they treated everyone with respect, patience, and compassion. Seeing this reinforced their words, actions, and decisions…and my trust in them.
Trusted leaders bring some of the best value you can find for your organization. Trusted leaders bring the profit, they bring the goods, they bring the talent…they get it done. Trusted leaders also ensure the team is a priority. They push for their growth, advocate for their success, and value each person as an individual. Trusted leaders know how to synergize those amazing individuals into a rockin’ successful organization. I am grateful for the reminder this week of the trusted leaders I have worked for and with in my career so far. I am grateful for their continued mentorship and friendship. I think I’ll let a few of them know.
Who are your trusted leaders? How have they brought value to your lives? To the organizations you both worked? I’d love to hear the stories.
Daft, R. (2011). The Leadership Experience (6th Ed.). Mason, OH: South-Western Cengage Learning.
Lewicki, R.J. & Wiethoff, C. (2000). Trust, Trust Development, and Trust Repair. In. M. Deutsch & P.T. Coleman (Eds.), The handbook of conflict resolution: Theory and practice (p. 86-107). San Francisco, CA: Jossey-Bass.