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Increase trust, reduce fear

“The most critical challenge for any organization is to enlarge the circle of trust.”

Command-and-control systems reflect a deep mistrust of employees’ commitment and competence. They also tend to overemphasize sanctions as a way of forcing compliance. That’s why so many organizations are filled with anxious employees who are hesitant to take the initiative or trust their own judgment. Organizational adaptability, innovation, and employee engagement can only thrive in a high-trust, low-fear culture. In such an environment, information is widely shared, contentious opinions are freely expressed, and risk taking is encouraged. Fear paralyzes, mistrust demoralizes—they must be wrung out of our management systems.

123 Stories
239 Hacks
22 Barriers

Increase trust, reduce fear

“The most critical challenge for any organization is to enlarge the circle of trust.”

Command-and-control systems reflect a deep mistrust of employees’ commitment and competence. They also tend to overemphasize sanctions as a way of forcing compliance. That’s why so many organizations are filled with anxious employees who are hesitant to take the initiative or trust their own judgment. Organizational adaptability, innovation, and employee engagement can only thrive in a high-trust, low-fear culture. In such an environment, information is widely shared, contentious opinions are freely expressed, and risk taking is encouraged. Fear paralyzes, mistrust demoralizes—they must be wrung out of our management systems.

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When feedback meets criteria that aligns with brain operations, (such as optimizing the brain's chemical and electrical circuitry), people grow from others' wisdom. The opposite is also true.
Barrier by Ellen Weber on October 14, 2010
Many great ideas for what needs to be done or fixed at an organization get suggested.But never in any formal forum - the best ideas often come up when out for drinks, or in furtive cubicle conversatio
Barrier by Eric Nehrlich on April 16, 2010
Interviewing is at best a flawed effort to assess job candidates (and even consultants). Too often, it produces disappointing--even disastrous--results. Here's why....
Barrier by Dr. Janice Presser on August 3, 2010
Human resources departments are a major barrier to getting the right people on the bus, motivating people, helping people grow into their natural talents, and getting things done.
Barrier by John D Chovan on December 1, 2010
One of my friend working in a big multi national company (Culturally diverse), was talking to me and said that : "Dude, My Boss told me to control my enthusiasm of how I do stuff!!, And it was really
Barrier by Tap Kham on September 1, 2012
While keen tone skills offer more opportunities to collaborate -  as we draw from people's excellent ideas and insights in any discussion -  innovation loses when tone is lost.
Barrier by Ellen Weber on September 16, 2010
It is the application of Knowledge that delivers results not possession. Blindness to personal handicaps and tunnel vision is common.
Barrier by Raj Kumar on August 31, 2010
Conventional organisational structures--hierarchy, bureaucracy , internal politics, silos of functional departments, wide variations in minimum qualifications in recruitment of workers, is making a sl
Barrier by Rakesh Chopra on April 16, 2010

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