Are you blind to toxic behaviours that destroy trust?

Spot toxic leadership

Spot toxic leadership

In my last blog I discussed how inconsistent behaviour destroys trust. Imagine then how it feels if a leader or team member is suffering from a personality disordered or experiencing a period of mental ill-health? Often a toxic environment develops. This is particularly difficult when it is the leaders whose behaviour is problematic.

The work environment may feel unstable, contradictory and ultimately toxic; within an environment like this it is hard to flourish and almost always leads to a feeling of distrust.

A leader with a personality disorder also shows further destructive behaviours within their personal relationships at work. Personality disordered leaders, for example narcissists, often attain promotion in organisations. If you’d like more information have a look at my earlier blog ‘Charming the birds off the trees’. Click here http://mwrconsulting.co.uk/?p=243: .

If you have toxic leadership in your organisation then ensure you act now to get them the help and support that they need.

Things you can do:

  1. Provide a Corporate governance framework and policies that ensure welfare by holding key individuals accountable. Specifically:
      1.  Consider the use of upwards and 360 degree appraisal the performance management process
      2. Implement a whistle-blowing mechanism that provides anonymity for concerned people to call out a problem
  2. Build, motivate and provide direction to leadership teams throughout the organisation
  3. Set clear vision, strategy, objectives and goals
  4. Coach and train and support people:
      1.  Many people experiencing difficult and emotionally draining life experiences when given support and understanding will recover their functioning. Organisations that do this well often find that trust in the organisation, its leaders and within teams may be successfully rebuilt.
      2. However, those people with unhealthy or disordered behaviours are unlikely to believe there is any need for them to be coached. They are unlikely to have the motivation to change. If they do accept the idea, identify a coach with in-depth experience of coaching personality disorders.
  5. Where evidence arises about distrust that seems to point to the dark side of an individual leader, the organisation should be prepared to act.
  6. Some personality disorders can cause such organisational havoc that it is best to avoid employing them in the first place. For more information see my earlier blog here: http://mwrconsulting.co.uk/?p=339

Reach us at 07779 345 499, m.raymond@mwrconsulting.co.uk

Marjorie Raymond

Marjorie Raymond

T: 07779 345 499

E: m.raymond@mwrconsulting.co.uk

We have experience in developing senior managers and their team members – both on an individual and team level – so they can develop practical approaches that encourage positive, constructive behaviour. This, in turn, leads to the development of positive beliefs and values. We are ready work with you, to help you get the best out of your people.

Here are some examples of approaches that can be used and tailored to your individual needs:

  • Special projects, secondments and assignments
  • Mediation, to address workplace conflict
  • Personal development activities
  • Individual and group coaching…Coaching – a powerful way of developing people
  • Psychometric assessment, which can identify strengths as well as derailing behaviours and also include 360 degree feedback
  • Structured module for understanding the psychological contracts in your organisation, both at an individual or team level
  • Straight Talking: …Straight Talking create change through conversations

Can you rebuild trust?

You can regain team confidence ...

You can regain team confidence …

Certainly you can. However, it won’t be easy…..

In fact, it remains the case, of course that is best not to break trust in the first place. However, if you have concerns this article from @Harvard may help you:  http://ow.ly/viNYI

 

Reach us at 07779 345 499, m.raymond@mwrconsulting.co.uk

 

Marjorie Raymond

Marjorie Raymond

T: 07779 345 499

E: m.raymond@mwrconsulting.co.uk

We have experience in developing senior managers and their team members – both on an individual and team level – so they can develop practical approaches that encourage positive, constructive behaviour. This, in turn, leads to the development of positive beliefs and values. We are ready work with you, to help you get the best out of your people.

Here are some examples of approaches that can be used and tailored to your individual needs:

  • Special projects, secondments and assignments
  • Mediation, to address workplace conflict
  • Personal development activities
  • Individual and group coaching…Coaching – a powerful way of developing people
  • Psychometric assessment, which can identify strengths as well as derailing behaviours and also include 360 degree feedback
  • Structured module for understanding the psychological contracts in your organisation, both at an individual or team level
  • Straight Talking: …Straight Talking create change through conversations

 

 

Can people trust you?

Do people you work with trust you?

Do people you work with trust you?

My last blog talked about trust as an organisational asset . Yet, evidence (see ACAS@acasorguk, CIPD @cipd, CIM@cmi_managers) suggests that trust amongst organisations and leaders is at an all time low!

 

So, how trustworthy are you?

 

Have a go at these questions:

1. Do you show a genuine interest in others:

        • Do people often open up to you?
        • You don’t engage in gossip especially about what people have confided?

2. Are you willing to involve others in decisions that affect them?

3. Do you have a reputation for:

  • Being consistent?
  • Telling the truth?
  • Honouring your promises?

4. Do you doubt that people will do their best?

5. Are you prepared to compromise the organisational vision and values for personal gain?

6.Do you tell lies to benefit yourself?

7. Do you make yourself look good at the expenses of others?

8. Are you impatient and unwilling to listen to views that diverge from your own?

If you have answered ‘yes’ to questions 1 to 4 and ‘no’ from 5 to 8 then its great news…this suggests you’re trustworthy!

If you have results that indicate a tendency to lapse into behaviour that may create distrust, have a look at my previous bold here: http://mwrconsulting.co.uk/?p=2608

Reach us at 07779 345 499, m.raymond@mwrconsulting.co.uk

Marjorie Raymond

Marjorie Raymond

T: 07779 345 499

E: m.raymond@mwrconsulting.co.uk

We have experience in developing senior managers and their team members – both on an individual and team level – so they can develop practical approaches that encourage positive, constructive behaviour. This, in turn, leads to the development of positive beliefs and values. We are ready work with you, to help you get the best out of your people.

Here are some examples of approaches that can be used and tailored to your individual needs:

  • Special projects, secondments and assignments
  • Mediation, to address workplace conflict
  • Personal development activities
  • Individual and group coaching…Coaching – a powerful way of developing people
  • Psychometric assessment, which can identify strengths as well as derailing behaviours and also include 360 degree feedback
  • Structured module for understanding the psychological contracts in your organisation, both at an individual or team level
  • Straight Talking: …Straight Talking create change through conversations

 

 

 

Do you regard trust as a major financial asset?

Trusting others can feel risky

Trusting others can feel risky

Trust means being willing to accept that other people will behave positively and collaboratively. Of course, this requires that you’ll genuinely believe people won’t let you down…and this can feel risky1.

Trust matters; when it is absent organisations are less productive than when it’s present, and so it really is a valuable asset, helping to generate revenue and decrease costs. So, how do you develop trust? Well, trust is built when organisations support and encourage ‘trusting perceptions’ amongst its leaders and employees.

5 things that you can do:

1. Trust begets trust…and yes you’ve guessed it, distrust begets distrust! In order to create trust you must first demonstrate it through your behaviour:

    • First and foremost…..tell the truth
    • Abide by agreements and deliver on promises
    • Involve colleagues in decision making
    • Show respect for the points of view that diverge from your own
    • Show interest in others

However, be warned, research also shows that if your behaviour on any of the above points is not genuine then people will quickly notice; this is no way to go about building trust!

2. Set and manage your expectations. Ensure you put trust in others and believe in them to do their best.

3. Trust needs to be built, start by going the extra mile to help your colleagues (known as: organisational citizenship behaviours).

4. Everyday behaviour – what you say and what you do – drives trust development. Therefore:

    • Advance your integrity using consistent words and actions
    • Align what you say and do to the vision and values

5. Monitor how well you develop trusting relations. Identify where perceptions of your trustworthiness may need to be strengthened. For example:

    • Take the opportunity to undergo training regarding the development of trust with colleagues and leaders.
    • Ensure that you show concern for others

Reach us at 07779 345 499, m.raymond@mwrconsulting.co.uk

Marjorie Raymond

Marjorie Raymond

T: 07779 345 499

E: m.raymond@mwrconsulting.co.uk

We have experience in developing senior managers and their team members – both on an individual and team level – so they can develop practical approaches that encourage positive, constructive behaviour. This, in turn, leads to the development of positive beliefs and values. We are ready work with you, to help you get the best out of your people.

Here are some examples of approaches that can be used and tailored to your individual needs:

  • Special projects, secondments and assignments
  • Mediation, to address workplace conflict
  • Personal development activities
  • Individual and group coaching…Coaching – a powerful way of developing people
  • Psychometric assessment, which can identify strengths as well as derailing behaviours and also include 360 degree feedback
  • Structured module for understanding the psychological contracts in your organisation, both at an individual or team level

Straight Talking: …Straight Talking create change through conversations