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Wednesday, August 3, 2016


Some leaders try to rely on forced compliance among followers.  Such compliance is usually transactional in nature - either reward for compliance or penalty for non-compliance.  This carrot-and-stick approach usually results in getting things done, just without much quality or fidelity.  Trust levels in this kind of environment are typically low, with commensurate performance levels.  

Another kind of leader understands that high levels of performance in the organization are based ultimately on the volunteered effort, energy, and commitment of others.  Those leaders are keenly aware that such response from others springs from a basis of trust. 

Achieving high levels of trust in an organization is tricky business, but it's the real work of those who aspire to truly high performing and self-actualizing organizations.    

If we desire excellence in our organization, the starting point is trust. 

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