Trust in the workplace is glue that keeps an organization together. Without trust among the employees who comprise an organization, very little meaningful, efficient work can be accomplished. If employees do not trust one another or, what's worse, do not trust management a company can very quickly come unbound.

To ensure a positive, confident workforce is maintained within an organization, managers need to take proactive steps to maintain trust in the workplace. Here are a few simple, yet effective ways managers can build and maintain organizational trust:

1. Stress the importance of integrity. Integrity is essential for trust within an organization. Employees need to believe that they can rely upon their colleagues to come through when needed and know that they are not being deceived in any way. Management should nurture a culture of honesty and responsibility to ensure business is conducted in the most ethical manner possible.



2. Share the Company's Vision. Open communication is necessary throughout an organization. By sharing the organization's goals with all employees, managers and employees alike can work towards a common goal and mutually decide the best routes to get there. Nothing instills a greater sense of trust than the feeling of being listened to.



3. Remember, No One Has A Monopoly On Good Ideas. Teamwork is one of the most important and necessary aspects for a successful organization. The only way for efficient teams to function is if there is a high level of trust among team members. Managers need to stress that all employees can contribute their feelings and opinions on issues and that they are as valid as anyone's; after all a good idea is a good idea, regardless of whether or not it came from the board room or the mail room.



4. Do Not Be A Glory Hog. When a team accomplishes a project or task, don't steal the spot light. Furthermore, recognize those who excel, but make sure everyone is rewarded for a job well done. If you don't, your team may not work as hard the next time around if they believe you will steal all the glory.

Labels: employee trust, managers and trust, organizational trust, trust in the work place

Searching for a job in these tough economic conditions can be a daunting task. With many companies downsizing their workforce and competition being at its peak, it has never been more important for job candidates to stand out in a crowd. To help job seekers out there, here are a few tips to help you find that job:

1. Send a Distinct Resume

Anyone can send a one page word document with the traditional run-down of experience, education, skills, etc. But when the competition is high, take steps to make sure your resume jumps off the page. Here's an example: recently a HR manager at a marketing agency showed me the resume a potential job candidate had sent to her office. Rather than send the traditional word document referenced above, the candidate had constructed an aesthetically pleasing, professional-looking HTML email "resume" that visually conveyed her relevant work experience, education, references, etc. According to the hiring HR manager, "I contacted her immediately!" As you can see, when done right, making your resume stand out can pay dividends.

2. Tap Into Your Base

This is a common saying when it comes to running for political office, but the principal of the phrase applies here too. As with many things in life, it's not what you know, but who you know. So before you begin scouring Monster.com or Careerbuilder.com, go through your contact book. When hitting the job market, networking with people who already know you may be more beneficial than "selling" yourself to an entirely new contact.

3. Show What You Can Bring To The Table

Find out as much as you can about the company and the job. Even if you have done similar jobs at other companies try and find out how this company does the job and what they are likely to be looking for in terms of technical knowledge, experience and other skills such as team skills, and competencies such as building relationships, communication, planning, etc. Try and get information on the organizations culture - are they hard driving and results orientated or more laid back and people oriented. This will help you to present yourself in the best way at an interview, should you get one. It might also tell you about whether you would enjoy working for the company given their culture and values.

4. Master Your Stories

If you are successful in getting to the interview stage, you will more than likely be asked pretty predictable questions such as your relevant past experience, why you want this job, and your career goals for the future. You should prepare and practice your answers to these questions in advance - don't wing it! The more prepared, confident, and self assured you appear at the interview the more you will stand out from other applicants. It may seem awkward, but practice role playing interview questions with a friend or significant other. All the better if you can do it with someone who is an experienced interviewer themselves.

Labels: interviewing, interviewing skills, job hunting, tips for job seekers

I recently had an interesting conversation with a very insightful friend on the topic of innovation and creativity in the workplace. During our conversation he recounted a visit he had made to Google's NYC office, highlighting the fact that the brilliant minds at Google allotted a certain portion of the work day to be simply creative time for its employees. This time could be spent doing anything from cooking in Google's well stocked kitchen to playing video games and watching movies with co-workers.

When you first hear something like this, it's hard to imagine anything gets done within the organization; with so much time to "goof" off it must be nearly impossible to get anything accomplished. Clearly this is not the case given that Google is one of the most successful companies of all time (both financially and creatively)! So what is Google on-to that the average, more traditional organization is not? The answer can be found in this month's edition of Fast Company Magazine.

This month's edition of the magazine is geared toward creativity and design. There is a great article called "Rewiring the Creative Mind" that explores how some of the world's great visionaries, from Walt Disney to Steve Jobs, perceive the world differently from others and often begin implementing their vision before others recognize the potential. I won't summarize the entire article for you because I believe it is worth reading in its entirety. But I will point out that the author of the article, Gregory Berns, does show how changing one's perception can spur new, creative ways of thinking; something invaluable to any organization. With regards to idea generation in a corporate environment, he states, "Most corporate off-sites...are ineffective idea generators, because they're scheduled rather than organic; the brain has time to predict the future, which means the potential novelty will be diminished...[N]ew insights come from new people and new environments - any circumstance in which the brain has a hard time predicting what will happen next" (56). Berns notes that the change in perception, or to put it more succinctly, the change in the mundane is necessary to spur creativity - without a change in scenery every now and again, the ideas will begin to dry up.

The lesson in all of this is simple: If organizations wish to be successful they must have talented employees who are able to generate new, creative ideas to tackle demanding business needs. In order to entice employees to think creativity they must help them to alter their perceptions. Either that or send them to work for Google for a while :)

Labels: creativity, creativity in the workplace, employee creativity, employee innovation, employee training and development, fast company magazine, google, innovation and creativity

Increasingly, organizations are providing their rising stars and emerging leaders with a management coach to help accelerate their development. Gone are the days when coaches were seen as a remedial solution to someone's poor performance. Now coaches are seen as enablers to accelerate their client's development as a leader. But does coaching really work? Yes- according to a recent book by Richard Kilburg, Ph.D. of Johns Hopkins University. Dr. Kilburg provides evidence that a coach can help you to become more effective in handling complex interactions with people, increase your capacity to handle what's on your plate, and improve your social competencies. He also claims that a coach can help increase your ability to manage yourself and others during organizational crisis, help with career transitions, and improve your ability to handle the tensions between business needs, family needs and personal needs. Having coached over a hundred individuals and teams I can attest that Dr. Kilburg's claims are valid. I have seen people make dramatic improvements with the help of a coach. After all, even Tiger Woods has a coach! Ok it's for golf but the same principles apply. Management coaching can help accelerate your progress because an experienced coach can take all the trial and error out of figuring it out for yourself. A good coach will give you the hard hitting feedback and direction you need to raise your game and "be all that you can be." Organizations need to be careful, however, when selecting a coach, and should check references and credentials. It is also important to make sure that the personal chemistry is right between the coach and coachee or the coaching relationship will founder. There is no state license or other qualification required to be a management coach, and neither is there a universally accepted code of ethics for management coaches - so anyone can set them selves up in this business. When purchasing the services of a management coach, therefore, "let the buyer beware!"

Labels: career coaching, career development, Executive Coaching, Management Coaching, Personal Effectiveness

Often times small business owners' days are consumed by the day-to-day activities of maintaining their businesses. Whether it's marketing to new customers, closing sales, or dealing with office politics, the life of a small business owner is never dull. Despite the many responsibilities that fall into the laps of a small business owners or entrepreneurs, one that is often over looked is the codification of company policies.

For busy entrepreneurs, company policies are often determined in a reactionary or even ad-hoc fashion and may change to suit certain situations. This can be a risky strategy and may lead to unwanted litigation from disgruntled employees if they feel that they are not being treated fairly by management. It is important to set the company's ground rules for conduct and the best way to do it is with an official employee handbook. Here are some recommendations for creating and developing a quality, comprehensive employee handbook:

1. Make sure the "At Will" employment policy of your organization is clearly stated; do not get into messy language about employment contracts, time frames, term limits, and promises. Employees are generally hired on an at will basis meaning that their employment may be terminated at any point time, baring any illegal discrimination. Making sure their at will status is clearly stated will give business owners and managers the room to change company policies when necessary without worrying about breaking contractual obligations made to employees.

2. Protect yourself and make sure all your legal bases are covered. Employment law is complicated so it might be a good idea to consult an employment lawyer on the areas you are legally liable. Be sure you have a section in your handbook that covers harassment, wages, and safety.

3. Create a code of conduct. In this section, spell out as explicitly as possible the rules and regulations that govern the office. These rules should cover everything from appropriate behavior, dress code, hours of operation, personal relationships in the office, and, if necessary, use of the internet.

4. Make sure you clearly explain the company benefits package. If your organization has a health plan, detail the specific terms and conditions for enrollment. If you have a vacation policy, list the specifics!

The point in having an employee handbook is to protect the organization and to educate and inform employees of their rights while on the job. Make sure that all employees are given a copy of the handbook and that they acknowledge the receipt of the handbook. Keeping employees up to date on company polices and codifying rules and regulations will protect the organization, make your employees happy, and should ultimately make the company more efficient.

Labels: company handbook, employee handbook, employee rules and regulations, hiring, Organization Development, organizational development

The Institute of Behavioral and Applied Management (IBAM) provides a forum for management educators, business practitioners, and students to share their ideas, research, and experiences in a friendly and supportive environment. These adjectives and others like "constructive" are typical of comments made by participants of IBAM conferences. Session discussions are lively, informative, stimulating, broad-based, and helpful to presenters and participants alike. The IBAM conference is an excellent outlet for completed research, work-in-progress, and the sharing of experiences in a variety of management sub-fields through refereed paper sessions, symposia, workshops, and panel discussions (source: IBAM). Kevin Nash will deliver a presentation on the importance of personal value systems with organizational culture.

Labels: IBAM, Institute of Behavioral and Applied Management, organizational development conferences

Making the right hiring decisions for key leadership positions is one of the hallmarks of a successful executive. However many factors impact what "right" means in any given context. Good judgment is only possible if the understanding of what the business situation calls for is accurate and clear. It requires more than 'gut feel'; it requires clarity on what is required from a candidate given: read more...

Labels: assessments for hiring, hiring, organizational development, promotion assessments

A couple of hundred years ago Thomas Jefferson said "No duty the Executive had to perform was so trying as to put the right man in the right place." A couple of hundred years later we still have the same problem - how can we make sure we are hiring the right person for the job? Many managers count themselves as pretty good at selecting the best candidates; however, it is sobering to learn that, according to Lyle Spencer, PhD, regular interviews have a predictive accuracy of as low as 5%! read more...

Labels: assessments for hiring, employee assessments, hiring, hiring assessments, pre hire assessments