Employee Communications

How Social Recognition Breeds Talent Retention and Employee Engagement?

2012-01-26T07:00:00.000-08:00

According to the U.S. Department of Labor, the number one reason people leave their jobs is lack of appreciation.

54% of organizations involuntarily lost high-performing employees during the first half of 2010.

88% of employees surveyed cite lack of acknowledgment as their top work issue.

These figures speak to the challenge of talent retention and employee engagement, illustrating that a troubling percentage of employees who feel undervalued move on to what they hope will be "greener pastures".

So it´s time to the internal communications team to work with HR area and build up a recognition program to make recognition as a cultural asset, infusing the social intranet with stories of success and achievement.

Read more at: TemboSocial and HumanResourcesiQ.com

In search of a job? Choose the country!

2011-11-23T09:36:00.000-08:00

Jooble is a search engine specialized in job search. It works as Google, Yahoo or Bing in a very fast and easy way. So above is the logo of the running rabbit positioning the company attributes. Who knows when we will need it?

Talking Matters (from Ogilvy PR).

2010-05-19T14:00:00.000-07:00

" Engaging employees through effective communication is what smart organisations
do. Communicating effectively means being open and transparent, proactive and visible in
sharing the organisation’s strategic course, and explaining what’s taking place and why, and
always addressing the ‘What’s in it for me?’ imperative."

More informations? Visit: http://www.ogilvy.com

Behaviour talks louder than speeches.

2010-02-16T15:17:00.000-08:00

Following a discussion about internal communications and credibility recently at the LinkedIn website lead by Alejandro Formanchuk (President of the Associación Argentina de Comunicación Interna - AACI) I realized that people follow examples and atittudes more than words.

And that´s how internal communications can become like a beautifull package in the outside, but completely empty inside. The name of the game is credibility and when leaders loose their credibility everything collapses. Moral, team building, purpose, ethics. People is tired of being seduced by words and internal "advertising" - workers need good examples from the bosses. Behaviour talks louder than speeches and great companies must have coherence as the main base to build internal communications systems.

Trust and twitter.

2010-01-23T19:04:00.000-08:00

"What are you doing?" asks the slogan of Twitter. It seems a great tool to connect people by microblogging inside and outside the companies but it is also a way of controlling employees productivity hour by hour. As a digital time sheet, as a corporate kind of George Orwell´s Big Brother - isn´t it?

So, what do we do in our office? Talking to a client, making a business plan, attending a conference call or a business meeting...or having a cup of coffee, talking with friends, going to the bathroom. Imagine a company where Twitter is used to guard employees on a daily basis. If someone goes to the bathroom too much, for example, the boss will know it. Isn´t possible to happen in some companies? Private or state ones?

On that account, it is not the tool, it is the way the company operates that would make difference in using this amazing channel in a positive way. Not for controlling, watching or guard over but for productive dialogue, colaborative work and instant search for solutions. Therefore the company´s culture is the one responsible for the best or the worst management of Twitter as an internal communication tool.

That´s why by the end of the day the main question in human relationships and employee communications, using Twitter or not, is trust. If you have to watch people´s behaviour it is because you don´t trust them. And that will result in problems: burocracy will blossom, employees won´t feel confortable in working together, productivity will be affected and the team motivation will suffer serious damage. Thus if an organization´s culture is based on command, control and prohibition it is better to work with robots than with human beings.

What I am trying to explain is that trust always makes the difference and people need to talk, to dialogue and to communicate in every possible, clear and transparent way.

Reputation Institute's 14th International Conference.

2010-01-07T12:59:00.000-08:00

Reputation Institute's 14th International Conference on Corporate Reputation, Brand, Identity and Competitiveness will be held in Rio de Janeiro, Brazil from May 19 to May 21, 2010 at the Sofitel hotel at Av. Atlantica, 4240 on Copacabana Beach with generous sponsorship from Cemig, Itaú, Nestlé, and Petrobras.

This year's theme is "The Sustainability Imperative: A Strategic Role for Reputation Management."

Visit:www.reputationinstitute.com/rio2010

People follow behaviours or words?

2009-12-13T07:09:00.000-08:00

People follow behaviours - I have read this in Didier Marlier´s blog (http://blog.enablersnetwork.com).Didier is a leadership engagement expert who has worked with some big companies in the world and I do always visit his home page.

My opinion on this is that the "walk the talk" coherence is also a question of perception: what we do is much louder then what we say. And leaders are in the spotlight - the hole nation, the hole organization and the hole company is looking at them. They are role modelling examples and behaviours.

It is important to notice that in many organizations the internal communications are just producing more and more information without a chance to make the dialogue really happens inside the companies and that´s why in my opinion acts and facts are much more stronger than words.

Because who is listening? A few ones. But who is watching, seeing, perceiving? Everybody!

Social media and employee communications.

2009-11-19T07:52:00.000-08:00

Is there any possibility to control the use of social medias by the employees? I think that it is a wrong question althought this issue is making a lot of HR managers (not only them) worried.

Technology is on an incredible evolution and there is a new generation of employees (the so called generation Y) that breaths digital technologies and social medias net working connections. And a lot of companies are still thinking as they can work by the old way of "comand and control". But that is a natural step by step evolution: many companies still have not enough matureness to face it. And that´s okay. No one should dive in unkown waters without understanding the new environment and the way it works. It´s a question of living within a new culture with new behaviors and new mental mondels. No one will be left behind on this but it is like a wave that takes time to reach all the coast.

And comand and control management style are a step behind. What is essential is to start talking and communicating with the employees about this new world of twitters, bloggers, facebook, orkut, you tube and this ten thousand channels of reciprocal influence. Every employee is now a potential publisher, an important opion maker. Much more than a passive spectator waiting the new duty to be done without questions or comments. So internal communication have reached a new era, far far away from just the delivering informations.

So welcome to the age of permament dialogue and feedback, of more awareness and less blind obedience, of more and more free opinions and points of view than speechlessness an its false agreement. Because with the internet revolution the gossiping from the aisles can reach the world. In just a few minutes (maybe seconds).

Social medias have come to change the way we work. Together and forever. So why don´t we start looking at them with fresh news eyes instead of an old George Orwell Big Brother? Social media and employee communication can be more useful than dangerous specially if considered not as a tool of control but as an open door to colaborative, integrated and enthusiastic way of getting the things done.

Internal Communications.

2009-11-10T02:52:00.000-08:00

Common Causes of Problems in Internal Communications?
Visit: http://managementhelp.org/mrktng/org_cmm.htm#anchor466854

Great book. A necessary understanding.

2009-07-19T11:09:00.000-07:00

"People don´t follow strategies, they follow behaviors!"

("Engaging Leadership" - Didier Marlier and Chris Parker)

Banana Republic.

2009-06-27T08:04:00.000-07:00

Visiting Landor´s website I found this interesting case study: Banana Republic - Employees living the brand.

Landor created an engagement program based on understanding and living the corporate values in everyday work. Visit and learn more bout it: http://www.landor.com/

Best place to work or "kind" place to work?

2009-05-21T12:20:00.000-07:00

ARK is a new brand of clothes made in Ireland. It sells shirts for men and women. The name means: Acts of Random Kindness and the idea behind that is "a clothing line with a purpose other than profits". So every time you wear an ARK you should make and act of kindness - and the world will be a better place. It´s viral and the message is great!

I am very interested to discover how the clothes are made. Maybe this ARK spirit starts inside the factory with the employees. Maybe with the suppliers too?

Can you imagine such a pleasant place to work? An internal ARK spirit doing clothes full of good vibrations and energy?

What kind of words are being used in the face to face everyday conversations at ARKs factory?

Henry Mitzenberg - "Managers Not MBAs".

2009-04-26T13:43:00.000-07:00

" The people who really make companies successful are the employees, not the stockholders."

Read more at:
http://www.henrymintzberg.com/mangnotmba.htm

Risks.

2009-04-19T07:15:00.000-07:00

We are living in an uncertain world for sure. Risks are everywhere and are high. External issues and internal situations must detected, understand and clarify. Human lives are always involved. And there is no business more valuable than human lives, that´s my point of view.

So how can corporate communication professionals develop a communication plan in a way to improve knowledge of risks and its possible effects?

In 2004 the UK government published a useful guide about risks that could affect the country. It´s is very useful for those who work with crisis management (and communications). Learn more, visiting:http://www.cabinetoffice.gov.uk/ukresilience.aspx

Do your company have something like this? Could it be possible to internal communications make such a tool with a complete overview of corporate risks? What is your opinion?

Listen, listen, listen...and learn.

2009-03-13T05:51:00.000-07:00

Last year I was pleased to take part in the International Program in Corporate Communications sponsored by ABERJE and the S.I. Newhouse of Public Communications (USA). One of the teachers was Gary Grates (president and global managing director of Edelman Change and Employee Engagement).

Since then, I have been following his ideas and texts published in his blog. This week I have received another one. It´s is simple, but precious. Some of the most easy solutions to face this economical crisis are trough communications. Serious. To rebuild trust for example, companies, gevernment and people (employees also!) should talk. That´s what I believe: corporate communications don´t start with nice bulletins or expensive videos and folders. It starts with dialogue.

So, Gary Grates wrote about it too. And there is a specific part of his text that I want to publish here. It´s about listening, a basical part of a conversation:

Listen: The first step is listening. It's an old adage, but there is much truth to it -- the key component to communicating is listening. This is not something the auto industry is used to. For years, the industry has been locked in a top-down, command and control communications approach. On some level, you can see why. The industry seems in a permanent struggle -- with unions over wages, with the government over regulation, and with foreign competitors over innovation and consumer attention.
But it's a new day. Taxpayers have skin in the game now. The industry must not be locked in opposition with its stakeholders; it must listen, and acknowledge that it is doing so. As so many politicians know, this strategy works. Leaders today don't stay sealed off; they do listening tours.

Read the full article at:http://edelmanchange.blogspot.com/

Internal communication efficiency.

2009-02-08T10:21:00.000-08:00

"You don´t win a game without playing togheter with your team mates" - just to remeber how communicate well with your staff and others employees is so important.

Internal communication efficiency starts with a good conversation. Always!

Brand ambassadors?

2009-02-04T05:06:00.000-08:00

Interesting and precious article from a blog called Insights and Ingenuity about employees as brand ambassadors.I do believe on that, and that´s why internal communications (brand focused) is so strategic and engaging.

"They’re employed by your company and represent your brand from 8am-5pm. Call on them to be more than employee, to be a steward and ambassador of the brand. Charge them with helping you build a stronger environment, a better product, grow more share. Inspire them to help propel the company forward".

Read the full article at:
http://insightsandingenuity.com/2009/02/03/brand-building-is-an-inside-job/

The 2nd Annual Social Media for Communicators.

2009-01-23T13:17:00.000-08:00

On March 11-13, in the USA, internal communications, public relations and marketing professionals will understand a little bit more about social media and its tools that are more and more affordable and easier than ever to use.

But remeber...you will always need a good strategy and get ready to face old thinking leaders criticism about to this new collaborative culture in your company!

See more details about this event at:http://www.ragan.com/ME2/Sites/Default.asp?SiteID=2CDC7D1B27E742558351E367BA90775F

2009: the trust factor.

2008-12-25T11:25:00.000-08:00

The end is near...the end of this year, okay?

As 2008 is becoming history the question is: could you remember some promises of your company? Promises inherent to the core values of the organization?

Yeah, we are talking about trust...essential pillar of human relationship. Essential for our job as corporate communicators. With so many scandals and bad news in the corporate universe seen along 2008 I had to remember a great book: "Building Trust. Leading CEOs speak out: how they create it, strengthen it, and sustain it", a publication from The Artur W. Page Society (http://www.awpagesociety.com/) that I received during my specialization course at ABERJE and Syracuse University International Corporate Communication classes.

It´s is very simple: once you break the trust, once your are caught in an unethically operation it will be almost impossible to rebuild the value of your reputation. Steven Covey (the author of "The Speed of Trust: The One Thing that Changes Everything") says that when trust goes up, speed goes up, and costs come down. And that´s why the opposite can explain what is the cost of loosing trust.

So, what do you think? 2009 will be diffrent?

Is TRUST an essential pillar when we are making employee´s communications work?

"Change"?

2008-12-15T17:51:00.000-08:00

The word "change" is a paradox and profundity. It is both teeming with possibility and empty. And yet when change happens at your organization it is often earth-shattering—nothing is as it seems. During a recession, constant change often becomes normal.

Read and learn more about it at "How to communicate while your organization changes" today's Free Download on MyRagan.

Visit: www.myragan.com

Employee Communications Wiki

2008-11-09T09:36:00.000-08:00

Where would one go to learn the fundamentals of employee communications? Here is an interesting link...The Employee Communications Manifesto Wiki - visit and read it!

It´s an open forum for those who work with internal communication.

http://www.employeecommunicationsmanifesto.com/index.php/Main/AboutPage

The command-and-control era is gone.

2008-10-17T13:24:00.000-07:00

Welcome to the Era of Inspiration! The 21st century leadership has moved beyond coercion to inspiration.

Read more about it in these article written by Dov Seidman: http://www.businessweek.com/managing/content/aug2008/ca2008085_228120.htm?chan=search

Who is responsible?

2008-09-07T11:52:00.001-07:00

Sometimes we can forget what is the most important thing inside our organization.
Do you remember? It´s the cash flow? It´s the machinery? It´s the president´s power point presentation? No, no. It´s simple. Fundamental. There is only one king to be served: our clients!
They pay our salaries, they are the reason we are working, they are the reason we exist. To refresh memories, a great and simple statement from Disney University:

"We have some pretty strong beliefs about things like who is responsible for service,
and it's EVERY MEMBER of this ORGANIZATION.“ (Jayne Parker, Director).

And to became more and more efficient, to serve our clients, we need the right people in the front. And they are our clients too: they are the employees - the professionals who will deliver the promisses that our organization is doing. So, another simple statement to be remember day after day, written by Hal Rosenbluth the author of The Customer Comes Second, a book focusing on how to create a great service organization by first focusing on the employees:

"Only when one knows what it feels like to be first in the eyes of their employer can they convey that same feeling to a customer." (Hal F. Rosenbluth)

EMPLOYEER BRAND?

2008-08-08T16:59:00.000-07:00

Here we are again, talking about the basics: people, not products, deliver most brand promises.
And if people makes the difference, talented people are the real innovators, those who go beyond the limits.

So it´s time to think about the Employeer Brand.Big and small businesses are facing hard times to recruti and mantain talented people inside the companies. Think a little bit: your company is a great place to work? Your internal culture enables individuals to give their best performance and supports the organization in delivering on it’s brand promise?Well, if not, it´s time to make a change.

The development of an Employer Brand is the key to attracting and retaining talented employees.So, how can you start? There are a few first questions to be done with your team! Yeah, the professionals that are inside your business, now! They know many anwsers but you have to hear them. Can you hear them?

Remeber people is the competitive advantage.To help you in this task, let me point initial steps: Call your Communication Department and explain that you will start asking the employees some questions and that you will need an internal communication strategy.After that, you can think about starting points like these:

Ask your employees what they think about you as an employer (do it honestly, maybe trough an external consultant);
Ask them if they are having everything to do their best?
Ask how are you showing them how much they matter;
Ask them: Do we inspire pride? Yes or no, why not?;
Find out what new hires heard about you when they chose you over other potential employers;
Ask your new hires if you've been delivering what they expected so that they can deliver what the clients expect!

And remember, as the research is going on and the answers are being gattered, give your team the necessary feedbacks, okay? Once you start a process like this, communication is immediate. Not only in word or written texts, but in all your movements. If you choose silence...it´s also a way to communicate something. And a good employeer brand is a talking (and listening) one!

Corporate Religion.

2008-07-03T11:10:00.000-07:00

"Companies must be able to describe themselves—both internally and externally—because they are no longer adequately defined by the products they make. Customers buy the company and everything it stands for. So the company must be able to define itself in a connected and coherent way.

The word religion derives from the Latin religare: to bind something together in a common expression. Corporate Religion is that which expresses the soul of a company and supports the building of a strong market position. In order to make a Corporate Religion come alive you have to describe your internal organization as well as your external market. These internal values create an internal movement which delivers the whole heart and soul of the company. "

As you could read above, the book from Jesper Kunde: "Corporate Religion -Building a Strong Company Through Personality and Corporate Soul" is essential for those who work with internal communications and employee engagement. All the brand promise starts from inside to outside of the company and people want to know who they are dealing with.

In the future, a succesful company will be like a religion - talking to the people´s souls, more than hearts and minds. But for this to happen, employees are the first ones to live and breath a 100% the brand values.

A corporate religion begins with faith, and faith is based on trust. Or not?

Zombie Companies.

2008-06-19T11:50:00.000-07:00

Spooky companies. Do you know any? Well, I know some. A zombie company is a dead organization. No, it´s is not a closed business, much worse. A zombie company still operates and is also making money.

A zombie company is a sick one. Inside these kind of organizations, workers are just spending theirs times pretending they really work there. They can even make some action, do things. But they don´t believe in anything anymore. The mission of a zombie company is impossible to be achieved becuase the employees have no more faith in what is said and done by their leaders. They are like living deads waiting for the pay check by the end of the month.

A zombie company cannot talk anymore. Because they had nevere talked before. Why was that? They didn´t liked people! Amazing. Business is made by people and for people, but some companies hate people. Starting by their own employees, the first clients any company have.

We can recognize a ZC from outside too: the core business itself sometimes show that a company is a zombie one. For example, the militar industry. Guns, machine gun, rockets, dinamite, war materials. Anyone who produces such a thing is a zombie himself, and a gost like have no soul. So, who can be engaged working in a self declared killing machine company. Have you ever thought on that?Dead ones.

And there are zombie companies that surprise us, because we never thought they were zombies. Like ENRON and its financial scandal involving its accounting firm Arthur Andersen in 2001. Who knows who is the next?

But can we save our souls in this living dead environment? Sure. But it is difficult. Prays won´t work. It´s is necessary to work hard and do the right things: first of all - communications. Not only internal vehicles supporting the information delivered, but dialogue running as water inside the company, benefiting everybody. From the CEO to the factory worker. Dialogue is essential to make any dead corpse walk again in a good looking and healthy way.

Second one: management, clear processes, sustainability, ethics and transparency. Very hard endeed. But necessary to keep any company in good shape, inside and outside. The worst of all: adverstising with empty promises - it can only make the end come faster.

That´s it. Zombie companies. Scary stories...have you evere worked inside one?

Silence also talks.

2008-06-01T08:25:00.000-07:00

Believe it or not, silence has a voice, and this is absolutely normal in the human universe. Or do you think that only speech communicates? Silence also communicates.

Even when silence is a strategic action, it’s not worth it. There will always be an interpretation. A take. And this makes a difference in any relationship. There’s no use pretending that no one spotted it, that it has gone unnoticed. It hasn’t. It won’t be long before someone will voice their take on the silence. They will interpret and form an opinion about it.

The grapevine is instant, the gossiping quickly contagious. At coffee break, lunchtime or happy hour. All the employees will comment on what they saw in the official silence, in what went unanswered. And the Internet, with its plethora of e-mails, blogs, chats and other channels will multiply the versions and comments. This makes talking about things essential. And of course knowing what to say and how to say it is key. But it’s vital to talk about issues – strategies, tactics, change of directions, downsizing or any facts, news or rumors, after the due analysis. Always.

The world screams out for transparency. As do markets, consumers and voters more than ever. And silence is a loud voice. It has never been a source of good advice, from lovers’ tiffs to suspected accounting scandals, environmental disasters or work accidents. If there’s nothing to be said right away, ask for some time to present your account of the facts. Asking for time to clarify a situation is no bad thing. It’s quite the opposite, a sign of intelligence, and the employees respects this. As well as any stakeholder. Because silence, this intangible thing, can cause tangible damage to the value and the reputation of brands, products, programs and leaders. An intangible that can prompt a strike, a boycott, an investigation or a breach of contract.

Therefore, heed this: use the organization’s voice correctly. There’s no need to shout to draw attention, no need to embark on content-free advertising, when you are in a glass house, or to champion a cause that has nothing to do with the business identity. None of it. But there’s no need for gagging when things are not going well, because silence can only make them worse.

Silence is the siren song. It only appears a good solution, for the voice of silence is a cry that echoes loudly. And if you don’t like what you hear, pay attention to what you’re leaving unsaid. As one way or another you are communicating something, whether you want to or not, all be it in a planned manner with foresight, or just fire-fighting, with huge costs for the organization, its image, credibility and future. After all, silence is an unsustainable business.

Building trust.

2008-05-25T10:59:00.000-07:00

Communication is my passion. Corporate communication is my profession.

Not only newspapers, internal communications campaigns, intranets, corporate blogs, videos, folders, outdoors... Those are the tools. I love them, they materialize and uphold the efforts to an open two-way communication.

But a truthful communication with employees, costumers, shareholders and all the publics who interacts with a corporation need something more. It needs honesty and transparency. And honesty and transparency are the pilars to and ethical organization the necessary step to build trust. To build and sustain a remarkable reputation. A strong and valuable brand.

So, I would like to share with you a new book that I received in my class of Corporate Communication from Syracuse University and ABERJE: "Building Trust - Leading CEOs speak out: how they create it, strenghten it, and sustain it" published by The Arthur W. Page Society.

The essays in this book show us how some leading CEOs maintain the respect and the admiration of their companies key´s stakeholders. Most important of all in this relatioship? Well, check for yourself:

"Communication is the engine that drives good corporate governance" (Edward M. Liddy - Allstate)

"Our word has to be as good as or better than any contract we've ever written" (J. Wayne Leonard - Entergy)

"At Siemens, we give our leaders the tools and the encouragement to communicate actively with their employees, always seeking to create two-way dialogue" (Klaus Kleinfeld - Siemens)

"It takes continuous communication with our employees to maintain the viability and relevance of any statement of business ethics and principles" (Louis Giuliano - ITT Industries)

"Leaders communicate early, often and openly" (Ivan Seidenberg - Verizon Communications)

"We start by listening, and we keep communicating to build and keep trust" (Rich Devos - Amway)

That´s it. Communication is the most important element in business.

Sustainability Reports.

2008-05-15T12:59:00.000-07:00

As a general overview of the GRI Conference, held in the first week of May in Amsterdam, I highlight here some issues about the latest trends regarding the Sustainability Reports that conform to this model:

1. GRI is the report’s ground, not the ceiling – that is, to report on indicators is the starting point, the minimum. Expectations on the report go far beyond that!
2. An efficient management of the indicators is better than a good response – GRI is a tool, not the focus; companies must use the indicators to a better management of their businesses;
3. Can you believe it? – Readers do not welcome a report that shows only good news, advances and conquests. A crucial issue is: if you promised anything last year, you must fulfill it. If, for some reason, you could not accomplish that, explain why.
4. Make it crystal clear - Transparency is the most important issue regarding Corporate Governance. And please, do not start boasting how “transparent” you are. Let readers decide on that. As for ethics, behave exactly the same way.
5. New layouts – Creativity in the act of reporting is unlimited. Every format is accepted; the most important is that your message reach the stakeholder in the clearest possible language.
6. A, B, or C? – Apparently, very few people are concerned about the report being level A, B, or C. It is essential that its contents clarify the company’s moment and shows how its business strategy fits into the sustainability issue as a whole.

Needless to say that all employees must understand the company’s sustainability strategy and also their individual roles within this new management process.

Check more about the Conference and its main content and results: http://www.globalreporting.org/NewsEventsPress/Conference2008/

Some basic points about Employee Communications...

2008-05-14T08:01:00.000-07:00

In my opinion, there are four basical point for companies that want the Internal Communications programs to work:

Face to face communication is the best way to talk to people: every time it is possible to do it, do it - make a gattering, an event, a reunion and put people together to talk. Conversations are the power of the innovative companies.
You don´t work with children: employees are professionals and they are adults not children. Treat them with intelligence and respect.
Information is not communication: you cannot just deliver information and think that it is really working.
Once you start, don´t stop: communication is a continuous and dinamic process.

SAFETY: DO IT FOR LIFE 3

2008-05-14T07:46:00.000-07:00

SAFETY: DO IT FOR LIFE 2

2008-05-14T07:45:00.000-07:00

SAFETY: DO IT FOR LIFE 1

2008-05-14T07:35:00.001-07:00

An efficient communication campaign on health and safety issues must have emotion and information to hit the target and change behaviour. It´s not easy, because human behaviour is a black box - "only Freud explains" ( or not ).

To me one good example was produced by the U.S. Department of Labor.The campaign SAFETY: DO IT FOR LIFE had posters and cards produced and talked the language all workers understand with a serious and emotional approach.

What do you think?

The base for effective employee communication.

2008-04-16T14:06:00.000-07:00

Trust.
A small word. A precious idea, a powerful feeling.

We know when we have trust; and when we don’t have trust. Is something that we feel, we see in the eyes. And when trust exists everything seems to be more easy and even more confortable to achieve.

And what is trust?Dr. Duane C. Tway, Jr. from Texas University, in his 1993 dissertation, "A Construct of Trust" defines trust as "the state of readiness for unguarded interaction with someone or something." Tway considers that trust is like a construction, made by three foundations:"the capacity for trusting, the perception of competence, and the perception of intentions."

The capacity for trusting means that your total life experiences have developed your current capacity and willingness to risk trusting others.

The perception of competence is made up of your perception of your ability and the ability of others with whom you work to perform competently at whatever is needed in your current situation.

The perception of intentions, as defined by Tway, is your perception that the actions, words, direction, mission, or decisions are motivated by mutually-serving rather than self-serving motives.

So, trust is the natural and necessary precursor for:

Feeling able to rely upon a person,

Cooperating with and experiencing teamwork with a group,

Taking thoughtful risks, and

Experiencing believable communication.

AGENDA

2008-04-14T10:44:00.000-07:00

The Green Professional's Conference will happen in June 2008 (USA) and is connecting talented professional's and innovative companies in the sustainability arena.

Visit www.fluidms.com/gpc for information on registration.