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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.

121 Stories
238 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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Enlarge the circle of trust by orders of magnitude and radically accelerate the trust-building process by empowering people to rely on the information even before they trust each other.
Hack by Alex Todd on May 4, 2010
Embracing the principles of Autonomy & Trust and Openess & Transparency, this hack aims to establish the credibility and value of HR as a business partner by adapting the language and measurem
Hack by Harrison Withers on July 17, 2013
We celebrate failure. Everyone says that but we really mean it. We really celebrate failure - we cheer, shout, applaud and stamp our feet when people in our company make mistakes.
Story by Pete Burden on January 18, 2011
If I asked you a make a list of high performing teams - the kind that deliver world class results under tremendous pressure every day, chances are, a management committee wouldn't feature.
Hack by Stephen Remedios on November 1, 2011
At the core of a healthy organization is the idea that people are respected and valued for their different gifts/strengths/talents.
Hack by Josh Allan Dykstra on June 27, 2011
This is the story of a group of students at Universidad EAN that belong to the humanistic management youth researchers group, that have been working for the last 5 months in a Colombian company in ord
Story by Konocenos Human on May 26, 2015
Decision making process relied for ages (and still does in a majority of cases) on a top-down approach, where decisions are taken by senior executives and executed by all layers below in a pre-defined
The story here does not begin with "once upon a time..." here,  goes more like: "Hey pals! Let´s do a company which works in a different way.
Story by Daniel Pérez Pérez on April 14, 2012
All industry types have one resource in common; their Suppliers.Harness Supplier creativity to gain resource creation by:Selecting suppliers with different
Hack by Moisés Noreña on February 6, 2013
Co-Authored By Terry Deegan

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