Rebuild the broken trust
Maintaining a group cohesion was and still is the biggest challenge for the management. How would you feel, if you have this excellent idea and nobody is there even to listen? – In reality, that occurs quite often.
We summarize Dennis S. Reina and Michelle L. Reina’s words about trust, and hence we try to convey their main message emerging from this book.
Who Should Read “Trust & Betrayal in the Workplace”? And Why?
The book discusses the nature of this issue, and how it affects the productiveness. In fact, trust comes secondary, due to the fact that many organizations fail to identify the problem which triggers these reactions. Apparently, in the background, something stimulates the appearance of these things, find out what that is.
We recommended this exciting piece of material to managers, leaders, owners, and all people who are feeling the crushed by modern hypocrisy.
About Dennis S. Reina & Michelle L. Reina
Dennis S. Reina was born on June 15th, 1960 in the U.S. He is a psychologist, keynote speaker, consultant and an author of several books. Dennis works as a principal in Chagnon & Reina Associates, a consulting company.
Michelle L. Reina is also involved in coaching, psychology, and writing as her husband.
“Trust and Betrayal in the Workplace Summary”
Dennis S. Reina and Michelle L. Reina are worried by the lack of trust being shown in the workplace. The competitiveness of the capitalist era compels us always to look for improvements, but at what cost? The sense of confidence among co-workers is in a constant decrease, so perhaps it’s time to do something about it, and restore that lost entrustment.
What’s the final goal:
Unlike, other authors, both Dennis and Michelle put an accent on handling all the issues which contribute to this problem. To cut a long story short, they present methods in order to help you examine the level of trust in your organization. Regardless of your status, or position, betrayals must be eradicated for prosperity to swoop in. Your job is to take all matter under serious investigation, and gradually start that broken trust.
Creating an atmosphere of support must become number one priority. The ultimate objective is to comply company’s vision with the organizational approach to those goals. For instance, if you plan on conquering new markets, how is that possible to achieve if you sense envy, hate, intense competition, and lack of cooperation among the associates.
Learn how to gain momentum:
Often, we have troubles making unrealistic predictions and expectations. Before, you start your “Motivational Speech” design a strategy to enhance dialogue using mind-blowing exercise and techniques. Many of these practices should be performed in a group, which is exactly what your firm needs at the moment.
Here’s the thing:
This easily-absorbable, highly efficient, and easy-to-read book provides directions to supervise the process of improving company’s interactivity and communication. Furthermore, in the end, it all comes down whether you have the right people for the job. Managers from all over the world are familiar with the difficulty to manage all end-to-end processes successfully.
It’s often said: “Trust can get you killed”, literally this phrase explains what’s going on within organizations. To ease the pain, “Trust & Betrayal in the Workplace” promotes new ways of dealing with issues that are tearing the company apparently.
To sum up, we overview some essential elements that oppose the sensation of betrayal, by offering a solution. It takes time and practice to eliminate these self-destructive concepts, but you’ll be glad if you come out a winner on the other side.
The truth in a nutshell:
Beware, promoting this kind of trust doesn’t come cheaply, referring to the things you need to sacrifice. With all due respect to conventional methods, new times require new measures to foster better relationships:
- Set realistic expectations and ask the same of the people working with you.
- Establish norms and certain boundaries so that everyone will understand the role it has.
- Giving clear instructions makes it easier.
- More codependent relationships.
- Keep your promises and be the perfect example.
- Behave predictably.
Key Lessons from “Trust & Betrayal in the Workplace”
1. Forgive, and start rebuilding the trust
2. Trigger the change
3. The leaders are responsible for this mess
Forgive, and start rebuilding the trust
Fortunately, it’s never too late to do something about it. Your capacity to count on other people relies on whether you are truly prepared place trust in the people working with you. It sounds a bit repetitive, but it’s actually the biggest mystery in managing a large group of people. Are you impartial? Ask yourself, and examine your answer. Negative experiences undoubtedly, shape our relations, but sometimes it’s best if you dare to start over.
Trigger the change
Generally speaking, the truth is, not much can be done if the organization doesn’t show any signs of readiness to cope with anything that affects the overall performance. First and foremost, remember that any change starts from within. Don’t wait to return the favor, break that ice and offer your friendship and cooperation first.
The leaders are responsible for this mess
Nowadays, we are witnessing betrayals everywhere, which reveals the horrifying reality existing in the workplace. No worries, there is still room to make things right. Transformations and issues are common; emphasis needs to fall on things that are not so much prone to change. Although betrayal is a two-way street, leaders need to show more willingness to deal with this problem than the employees.
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“Trust & Betrayal in the Workplace” QuotesWhen leaders create trusting working environments, people are safe to challenge the system and perform beyond expectations. Employees feel more freedom to express their creative ideas. Click To Tweet The more you are able to trust in yourself, the more you are able to trust in people, and the more you are able to deal with the uncertainty of the process. Click To Tweet After years of constant change - years of downsizing, restructuring, and re-engineering or of upsizing, mergers and growth - trust among people at every level in the organization is at an all-time low. Click To Tweet Flexibility requires a force of workers that trust their leaders, one another and themselves. Click To Tweet The more you are able to trust in yourself, the more you are able to trust in people, and the more you are able to deal with the uncertainty of the process. Click To Tweet
Our Critical Review
Although “Trust & Betrayal in the Workplace” offers plenty, the main drawback is the repetitiveness. The authors return to the same point over and over again, which looks a little annoying.