Leadership and Trust

There was a brilliant article in Forbes dated December 9, 2013:  7 Reasons Employees Don't Trust Their Leaders.  Glenn Llopis authored this article and captured, very nicely, topics that we have discussed in this blog, in bits and pieces, over the years.  It is worth reading the article.  

     Here are his 7 Reasons and our perspective on them:

1. Lack Courage:  Right-off  Llopis says "Leaders that don’t stand up for what they believe in are difficult to respect and trust."  He brings up the notion of authenticity which is the notion of knowing and being true to ones personality.  From a leader, this is not something that is necessarily natural.  It is a skill and style that must be worked on.  It must be developed and honed.  It takes courage and self-confidence to do this and do it consistently.
2. Hidden Agendas:  How can people follow someone whom they beylieve or know has hidden agendas.  They say one thing, often the right or plausible thing, while working their own self-servicing agenda.  Unfortunately, both forthright authentic leaders and leaders with hidden agendas can be charismatic.  There is nothing worse than following and working dilligently for an inspiring leader only to find out that their purpose and goals were different than those sold to their team.
3. Self-Centered:  Nothing undermines leadership more than the leaders who are egomaniacs.  "When leaders are self-centered their ego stands in the way of advancing others – further eroding trust."  If the leader is truly egotistical, there is no question about hidden agendas.  Everyone knows the agenda is about what is good for the leader's ego, career, and wallet.  Leaders who are like this end up favoring subordinates that stroke their egos and have their own not-so-hidden agendas for doing so.
4. Reputation Issues:  "Every leader must be aware that they are constantly being evaluated and thus they can never grow complacent."  There is an old adage that one aw shit negates a hundred atta boys.  This applies equally to leaders as it does to the lowest level employee.  It is no wonder that US Presidents pay so much attention to the polls.
5. Inconsistant Behaviors:  This is a ver important point from our experience.  Many other faults or shortcomings can be overlooked or dealt with, if the leader is consistent in his behavior.  A good leader needs to react to similar issues in the same manner everytime they occur.  Handling a crisis in stride one time and bullying and berating everyone the next, is a sure fire way to have everyone withhold information and act tentatively around the leader.  If the leader is a mean spirited SOB and is consistent, people will learn to operate within this leaders system and still be get things done.  
6. Don't Get Their Hands Dirty:  This may be least of the 7 but something the best leaders know very well.  People are more engaged and more like to follow their leader when they see their leader pitching in when needed, working the same hours, and following the same policies they do.  This demonstrated participation and visibility goes much farther than simply setting policies and being consistent about them.  For example, most leaders want a clean factory and warehouses.  They will even state such to their people in policies, speeches, and memos.  It is most effective however when the leader is seen on the plant or warehouse floor with some regularity and without any fanfare picking up and trash or refuse laying about.
7. Lack A Generous Purpose:  Great leaders care for their people.  They acknowledge their efforts and performance.  They do this more than just monetarily.  This may well be the secret ingredient that when combined with all the others creates a loyal and dedicated team.  It is kind of the Golden Rule of leadership.  Despots and dictators who manage out of fear and never get this no matter how logically it explained.

More to follow...