Permission to Speak – Leadership Blog – Kelly Vandever Interviews Dennis Reina
Video Blog & Podcast
Hosted by Leadership Communications Expert Kelly Vandever
Permission to Speak is the video blog and podcast that loiters at the intersections of leaders who want their people to speak up, technology that facilitates connections, and results that serve an organization’s higher purpose.
Our guest for this episode: Dennis Reina
– betrayal isn’t always the major type of malicious act that we think of
– betrayal continuum, from minor to major, from unintentional to intentional
– it’s the little betrayals that become insidious, they cumulate and people check out, they leave or stay as the walking wounded
– whether a betrayal is minor or major is in the eye of the beholder
– repeated betrayals can turn from minor to major, from unintentional to intentional over time
– The Dimensions of Trust: The 3 C’s® = Trust of Character ® (we do what we say we’re going to do), Trust of Communication® (we communicate openly and honestly), and Trust of Capability ® (acknowledge and leverage the skills of the people we’re working with)
– 16 behaviors associated with these dimensions of trust
– Trust of Character® behaviors: (1) managing expectations, (2) establishing boundaries, (3) delegating appropriately, (4) encouraging mutually serving intentions, (5) keeping agreements (and renegotiating when we cannot), (6) being consistent
– Trust of Communication® behaviors: (7) sharing information, (8) telling the truth, (9) admitting mistakes, (10) giving & receiving constructive criticism, (11) maintaining confidentiality, (12) speaking with good purpose
– Trust of Capability® behaviors: (13) acknowledging people’s skills & abilities, (14) empowering people to make decisions, (15) involving others and seeking their input, and (16) helping people learn skills
– when a leader admits his mistakes it lets his people know he’s human and it give his people permission to admit their mistakes
– what causes us to talk behind other’s back: fear of not being able to do it right and because it will be awkward and messy, fear of looking and feeling vulnerable, fear of retaliation
– Reina trust assessments to measure trust at individual level, with leadership, within an organization and within a team.
– Trust isn’t just a nice thing to have. There’s a real business impact. One team saved $1M in strategic planning costs by increasing trust within the executive team! It wasn’t always pretty. But the results were worth it.
– 7 Steps for Rebuilding Trust® in Organization: (1) observe and acknowledge what happened, (2) allow feelings to surface, (3) get and give support, (4) reframe the experience, (5) take responsibility, (6) forgive yourself and others, (7) let go and move on
– Changing processes, restructuring, downsizing, fast growth all can contribute to losses in trust in an organization.
– Most of the time, it gets messy and ugly before things get better and trust can be rebuilt.
– Rebuilding Trust® can come from 3 vantage points: when you’ve been hurt, when you’ve hurt other or when you’ve been called to help others
– The importance of trusting yourself our willingness and ability to trust ourselves impacts our ability to trust others
– even in the field of trust, there’s betrayal!
– betrayal can have you doubting not just other but trust in yourself
– Transformative Trust® takes to another level of results and confidence in yourself and others
– 4 core characteristics of Transformative Trust® are (1) conviction (2) courage (3) compassion (4) community
– the impact of trust applies not only at work but in our personal lives too of course
Dennis & Michelle Reina’s books:
How do you define trust at work?
How do you regain trust in the workplace?
How do I show that I can be trusted?
Why don’t the people that I work with trust me?
What do I do if I can’t trust myself?
Why aren’t the people who work for me taking risks?
Why don’t my employees trust me?
What do I do if I don’t trust my boss?
What should I do if I don’t trust the leaders in my organization?
How do build trust with the members of my team?
How do I build trust with co-workers?
How do I mend fences when people don’t believe me?
How do I admit my mistakes?
How do I admit I made a mistake when I’m in a leadership role?
How do I get people to believe what I say is true?
Why won’t my boss trust me to do my job?