On a daily basis we see examples where it would be more effective, more cost efficient and more empowering to trust. This HBR blog post is a great example of a manager who didn’t trust his co-worker, didn’t trust a culture and everyone ended up paying the price. Where do you see examples of this in your daily work and what could you do to change it…. even just a little?
The e.MILE People Development Experts
Managers like to have control. They also like to be able to predict what’s going to happen and, like most of us, they want to feel safe. There is nothing particularly wrong with wanting these things.
See on blogs.hbr.org