Without trust, it is hard to make things happen. People don’t collaborate, talent leaves and clients don’t buy.
Here’s a recent article I wrote for The Guardian, where I try to explore what has gone wrong that eroded trust in so many ways. I also propose an alternative way to build a Culture of Trust in organisations.
Are bosses too busy with initiatives to fix business problems which are really caused by the culture?
Finding purpose in what we do is key to truly engage, collaborate, feel ownership and accountability. But how do you answer this fundamental question?
Change takes time, right? (not really)
What if this assumption was totally wrong? Time Kills Change!
¿Qué pasaría si los Millennials no fueran realmente un problema, sino la solución que estábamos buscando?
What if Millennials weren’t a problem, but a solution?
In simple terms, there are two types of decisions. Which one is your default one?
Si estamos demasiado ocupados persiguiendo zanahorias, ¿podemos pensar en los clientes? ¿Como podemos motivar a la gente para realmente agregar valor?
Are bonuses good at motivating people? If we are looking for carrots, can we truly care for customers? How can we motivate people to truly add value?