Kichor Bart, PMP®’s Post

Talent management, the importance of trust ....

Not that obvious but vitally important

Instructif …

Simon Sinek talking about performance and trust in a team. #management #performance #trust Look at this video. It’s true that business is evaluating more individual performance than trust. And you what do you prefer ? A high performer and low trust or a medium performer and a high trust collaborator or manager ?

Quite interesting and sadly very true in most cases..

Simon says: "Better a leader with medium performance (level of skills) who has high trust than one who is a high performer and has low trust."  While technical skills and expertise are important, they are not enough to inspire and lead effectively. Trust is crucial. A leader might possess exceptional skills but fail to lead if they cannot build trust with their team. Skills are the 'what' of leadership, but trust is the 'how' and 'why' that drive motivation and engagement. Trust enhances communication, fosters collaboration, and drives organizational success. Leaders prioritizing trust create a positive work environment, enabling their teams to achieve great results and drive long-term growth. An engaged team will fill in the "What." As they do so, their individual and team primary motivators will be fuelled further, including knowing they are making a difference, have a purpose, feeling part of a cohesive team and their success, contributing and growing their expertise & knowledge, and adding to their work experience to support their career advancement and higher financial compensation. #trust #performance #motivation #engagement #teamcohesion #leadership #coaching #productivity

This is so accurate.

something real. something to improve in your job, in your life..

Are you a High Performer or a High Trust Profile? Here are some factual KPIs to identify the HTP in your team: - Number of new ideas, projects, or initiatives proposed by your team members - Percentage of proposed initiatives that are seen through to completion. 👉 If they could convince the management to approve their idea and the rest of the team to work on it, they're probably the kind of guy you want to keep. - Number of positive mentions for a single team member in your peer feedback system or award records. - Rate of employee turnover within the team. 👉 If their co-workers go through the effort of rating them 4* and the team looks settled, they're probably content with who's leading them. - Rate of successfully adopted and integrated changes into their workflow. - Number of crises or urgent issues managed by a team member over a specific period. 👉 If they're flexible and reliable in uncertain times, their co-workers will be looking to them to lead them through crisis. And finally, my last tip: review your internal and external hiring process. It's way easier to learn a new skill than to adjust a personality. What you want first and foremost is a working team with smooth processes and easy communication – not a bunch of competing experts. PS: What's your own ranking in these 3 items? I leave it to my team at INGREENIZE to rate mine 😉

It's intriguing to consider how management often prioritizes high performers with low trust. However, let's be real—as individuals with medium performance but high trust, it can be challenging when management overlooks your potential. If you find yourself struggling to gain recognition for your abilities, don't hesitate to move on and change jobs. It's not worth the risk of burnout. In 2024, more and more organizations value trust and integrity. Your unique strengths are in demand, and there are places out there where you'll be truly appreciated. 🌟 #CareerGrowth #EmployeeWellbeing #TrustMatters