Six Strategies for Reclaiming and Rebuilding Trust
This program is perfect for: Senior leaders across all functional areas and departments HR Executives The audience will leave with: How the ability to appreciate difference in others and see things differently) is ...
This program is perfect for:
- Senior leaders across all functional areas and departments
- HR Executives
The audience will leave with:
- How the ability to appreciate difference in others and see things differently) is essential to rebuilding trust and breaking free of old templates.
- Why alignment is more important than connection to guarantee trust and engagement.
- What employees are looking for in a workplace that allows them influence, maximize their potential, and see the importance of investing in their significance.
- 7 ways trust establish a culture of innovation and sustainable growth.
- Why trust and engagement are dependent upon a new workplace that allows job descriptions to evolve and places people and their distinction at the center of an organization’s growth strategy.
Organizations and their leaders know they need engagement with their people and their trust to evolve and grow. They also know that they need that engagement and trust to evolve with the needs of the workplace and marketplace. Yet while many organizations are saying the right things when it comes to this need, our years of research confirm that what they say is not leading to actual engagement and trust – and thus growth and evolution. This is even true at companies that have statements like “respect individuals,” “our people are our point of difference,” or “value our and all people” as part of their mission statements.
Why do so many leaders and organizations not understand this? Because they aren’t listening. Too many leaders have forgotten the value of touching the business as they lead it and “getting their hands dirty” to reclaim engagement of their people and rebuilding trust to evolve and grow.
In this keynote, Glenn Llopis explores the foundations of engagement and trust as they support evolution and seizing new opportunities that leads to growth. He shows that trust in the workplace is more than just the belief that our employees, leaders, company, and brand(s) are reliable, good, honest, effective, and able. Trust must be the foundation upon which our leaders, employees, and customers have clarity and shared beliefs around a company’s evolution. Trust means that perceptions and expectations between employees, leaders, company, and brand(s) are aligned and strengthen that belief in a company’s mission in the workplace and marketplace.
Trust comes from the actions that we take, but they must be felt by others in order to resonate.
This requires us to change the conversation and challenge the status quo to enhance existing business models, client relationships, and our employee and employer brands. To do this, we need to embrace diversity of thought to create well thought out strategies for change. We need those strategies because… without strategy, change is merely substitution, not evolution – and evolution is at a premium when the business is losing trust in the workplace and losing ground in the marketplace and the need for change management becomes urgent.
In the end, Llopis shows leaders that trust requires them to get their hands dirty and engage with the one thing that drives our businesses and indeed our lives: relationships with our people. By deploying these six strategies of the innovation mentality together, they solve for a lack of trust and build the relationships that are the foundation for reclaiming engagement that grow stronger over time. When leaders do that they will solve for more than trust and engagement. They will influence the evolution and growth of their business.