Dana Frick’s Post

Interesting angle on Trust vs. Performance and it is easy to relate to. In today's world, we hear so much about performance and very little about being a quality human being. Trust is not only a moral value, but also a key driver of organizational performance.

So true. There are things that are very hard to measure and quantify that really matter to team and customer success. And, if you’re going to measure performance via metrics, the metrics must be dialed in.

Great takeaways from this short video! Building trust requires nurturing #psychologicalsafety. It requires honest conversations about how an organization can move forward as a unit. What we should be thinking about. What we’re missing. It also requires humility as leaders process honest, candid feedback from their teams. Easier said than done and definitely something to keep working on. Lastly, trust is a two way street. If I as a leader want my team to trust me, I must reciprocate. I must trust them. #mondaythoughts #leadershipdevelopment #workplaceculture

Important lesson for leadership.

Performance vs Trust

Trust is essential—an excellent combination of character and competence (Covey).

This might help your organisation to grow👍

Three reasons why I love this video on LinkedIn: 1. It uses Navy Seals as the most elite example for which I am partial to this special ops team. 2. It explains why toxic leaders advance. 3. It shows why trust out performs toxicity. 👏 👏 👏

I find this exponentially accurate and interesting. Watching this a few things come to my mind! My personal goal in all aspects of my life: be the one everyone can point to when asked who can we trust. Who can be counted on to perform AND care. Helping and leading to create an environment where everyone else can succeed as well. 1) RPM Living has figured this out. They want that trustworthy person. That “Be a curious and good human” person. They want people who genuinely care about others and doing the most good for the most people. 2) By figuring this out, they created depts to insure we don’t lose focus on all these matters and core company values. Being good humans. Staying curious. Relentlessly seeking solutions. And creating wins… for all, not just a select few. 3) They then created a Performance Team to help this process of High Performers meet Trustworthy humans. Last week’s #RPMOne #MoreThanAMoment #ONEderland annual conference was one of the best experiences of my life. To be around that many people who are passionate about the same things was phenomenal and unexpected. I feel so invigorated and energized to assist in the level up any group or community I can help! This video was perfect timing to help me sum up, in my head, why I think they are so great and this company is so fabulous. #Elevate #BlessedIndeed #CanIGetAKPI #YesYouCan #RPM #WeAreRPM #rightplacerighttime #2024IsOurYear

It’s true. Trust is one of the most important behavioural competence every leader need to think about. You need to trust your employees to make them more trust worthy.