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This blog is designed to keep our readers up-to-date on events in North Texas and Oklahoma, to provide them information on our solutions and to be a place to find articles and information related to our solutions.
Showing posts with label Stephen M.R. Covey. Show all posts
Showing posts with label Stephen M.R. Covey. Show all posts
Friday, May 3, 2013
Speed of Trust Webcast for Small Business 5.21.13
Thursday, February 28, 2013
Speed of Trust Keynote Frisco 4.10.13
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Wednesday, February 13, 2013
2013 Speed of Trust Tour - April 10 - Dallas
Stephen
M. R. Covey, #1 best-selling author of The
Speed of Trust, will be delivering a special keynote presentation in Dallas
on Wednesday, April 10th from 8:30 a.m. - 12:00 p.m.
Group
registrations of 5 or more are only $29 per person.
Please
call 214-387-9960 to assure the best rate!
On the
morning of the April 10th, Covey will demonstrate how improving trust, can be a
strong economic driver that affects positive change in employee engagement and
collaboration, and ultimately affects your bottom line. Click
here to view a video of Stephen M. R. Covey explaining how trust is the
greatest leverage for executing your top priorities.
Learn how simple
and scalable Speed of Trust processes can:
- Increase employee engagement
- Develop world-class teams
with increased collaboration and innovation
- Drive culture change
- Lead successful mergers and
acquisitions
Join us to see Stephen M. R. Covey live
in Dallas (one of 29 cities for his Speed of Trust Tour). SMRC will speak on
the tangible benefits of developing trust in your organization and the
actionable behaviors you can implement immediately to build trust.
Click here to register for
this event at a rate of $49.
Groups of 5 or more will receive a
discounted rate of $29/person.
Contact John Vakidis at 214-387-9960
with any
questions or group registrations.
Read our guest blog with the Dallas Regional Chamberfrom August of 2012 titled,
Monday, December 17, 2012
Friday, August 17, 2012
Trust - The Performance Multiplier
Yesterday I
had the pleasure of joining 40 of our clients in Oklahoma for an executive
overview titled, Creating a Culture of Trust. Our Regional Speed of Trust Practice Leader,
Donna Burnette, explained to these leaders how trust directly impacts speed and
cost inside a team or organization.
Based on the
best-selling book, The
Speed of Trust, by Stephen M.R. Covey, Donna explained, if trust is low in
your organization, it works like a tax.
It costs your organization more money to do the same type of work that
high-trust organizations don’t have to pay.
When trust is high, it works like a dividend. It speeds up everything your organization is
working on which ultimately helps increase your bottom line. See the photos
below for the formula explanation.
Trust is the
performance multiplier in your organization.
Donna further explained how Trust directly affects employee engagement, the
success of a merger, partnering with stakeholders, innovation within teams and
more.
Trust is the
key leadership competency needed today! If
your team is not performing at optimal levels, consider learning more about our
Speed of Trust
Process. Seats are still available
for our next executive overview on September 18th in Dallas. Contact
me for details.
Increasing
trust one organization at a time,
John R. Vakidis
Friday, February 17, 2012
Speed of Trust Results
Yesterday, I attended a keynote with over 100 DFW leaders to hear best-selling author, Stephen M.R. Covey deliver his message on Leading at the Speed of Trust. Stephen started the morning with his story about how he went fly fishing several years ago. He explained how he couldn’t see the fish in the stream until he put on a pair of polarized sunglasses. Once he had them on, he could see fish… a lot of fish. He related this to trust in the simple explanation of our paradigms. Trust is everywhere. Until we “put on the glasses to see it”, we might not see it either. Watch the video below narrated by Stephen for a further explanation.
During yesterday’s keynote, participants got to sample our Speed of Trust Cards that we use when delivering training for clients (see samples below). These cards provide a detailed description of The 4 Cores of Credibility and the 13 Behaviors of a High Trust Leader. They set clear definitions for each of the cores and behaviors. They also define the counterfeits for each behavior so that participants can recognize the difference.
When our clients apply The Speed of Trust Process to their organization and make it a part of their culture, they typically see Spectacular Results! We have several client testimonials, but one of the most well-known client videos we have is from Frito Lay.
Clients are using this process to help in a variety of ways:
· Increase Employee Engagement
· Improving Mergers and Acquisitions (pre and post)
· Enable Change Management
· and more …
If you are interested in learning more about the Speed of Trust Jobs to Be Done and how this PROCESS might impact your business, I suggest setting up a 30-minute call with your FranklinCovey Client Partner. Consider using the Meeting Request Calendar on the top right of this page or contact me directly.
For those of you in charge of training, consider joining us for a webinar on n February 23rd. We will be discussing more client results like Frito Lay. CLICK HERE to learn more and register now.
Remember this… “Nothing is as fast as The Speed of Trust.” - Stephen M.R. Covey
Your trusted partner,
John Vakidis
Friday, January 27, 2012
Organizational Trust - Alignment
Over the last 2 weeks, I have shared to posts by my colleague, Dr. Todd Wangsgard:
Today’s post wraps up this 3-part series. Todd elaborates on Organizational Trust & Alignment. Enjoy!
______________________________________________________________
Leadership and Team Trust – Keyword: Alignment
(Part 3 of 3)
I intend for employees to work well together. But sometimes they don’t.
I intend for people to understand the department’s goals. But sometimes they aren’t clear.
I intend for the production line to remain “up” all shift long. But sometimes it isn’t.
I intend for my kids to just know that I love them. But sometimes they wonder.
The difference between what we intend and what is could be called a credibility gap. As we examined in my first blog posting in this series (see Leadership and Trust: Keyword – “Confidence”) every person, organization, team, process, or piece of equipment portrays some level of credibility. Credibility is the sum total of one’s integrity, intent, capabilities, and results. The gap I’ve described in the examples above is typical of that rift between good intentions and actual capabilities and/or results that occurs when something is out of alignment.
High trust teams require alignment.
This is where the leader can leverage his or her efforts to build personal credibility at the Self Trust level and the increased trust that comes from key behaviors (see my second posting Leadership and Relationship Trust – Keyword: “Behavior”) at the Relationship Trust level. These combine for the leader who must create trustworthy systems and symbols that are aligned.
A mid-level manager at a large auto manufacturer with whom I work quite closely expressed frustration when he had done everything he could to be a more trustworthy leader, develop relationships of trust, and still find that people were failing to “deliver the goods” on the job. It wasn’t until he took a closer look at his department’s systems and processes, that he found one of them was broken. He tried hard to be fair. He was tireless in his communication. He treated his associates with dignity and respect and expected the same of them. However, the computerized system that made work assignments each day – determining which stations each associate would work at – kept putting some people on the same processes, shift after shift. This created issues of boredom, repetitive motion injuries, low morale, and resentment. “After all,” associates would think, “I’m sure the boss keeps me here because he doesn’t like me.”
When things get out of alignment and we fail to address them, people will quickly assume the worst.
It wasn’t until he discovered that there was a break-down in the training reporting system that ensured associates were qualified in the computer system to work in other areas that he was able to apply a quick and effective remedy. He aligned the system with his good intentions.
Ask your team to examine the systems in your department – communication, budgeting, training, meetings, performance, etc. – and get their input on where these could be better aligned. Your interest and concern alone will generate trust, not to mention the many ways you rebuild and refine systems and processes that ensure your team remains credible and successful, long after you are promoted.
And if your kids begin to wonder how much you care, give yourself an alignment: Tell ‘em and show ‘em!
______________________________________________________________
Thanks for coming back over the last few weeks to read Todd’s posts. We hope they have been insightful have given you some insight into the powerful framework within our Speed of Trust Process.
If you would be interested in visiting with Todd and your Client Partner, please consider scheduling an appointment in our Online Appointment Book (upper right hand side of this page). Click here to learn more about Todd’s background and how he can help improve your team or organization.
Aligning organizations through The Speed of Trust,
John Vakidis
Associate Client Partner | FranklinCovey
PS - Have you read The Speed of Trust yet? Click here to view an invitation to an upcoming keynote with the author, Stephen M.R. Covey. An executive books summary is provided on this page. Enjoy!
Friday, January 20, 2012
Relationship Trust and Your Behavior
As a continuation from last week’s post, please enjoy Part 2 of 3 in a series by my colleague, Dr. Todd Wangsgard. Todd expounds on Trust and how it impacts relationships. Enjoy!
______________________________________________________________
Leadership and Relationship Trust – Keyword: “Behavior”
(Part 2 of 3)
Actions speak louder than words.Years ago Dr. Stephen R. Covey, author of The7 Habits of Highly Effective People, (and father to Speed of Trust author Stephen M.R. Covey) found himself teaching a workshop in Oregon where a participant related to him during a break some of the challenges he was facing due to his past indiscretions. Dr. Covey was careful to bring out the principle that:
You can’t talk your way out of a problem you’ve behaved your way into.
Years later in his research, SMRC noted that while it is true you can’t talk your way out of a problem you’ve behaved your way into, it is true that:
You can behave your way out of a problem you’ve behaved your way into.
Once the leader establishes and continues to build personal credibility through the Four Cores (see my Part 1 blog posting, Leadership and Trust – Keyword: “Confidence”), it is critical to examine and practice the behaviors that will allow him or her to build trust in relationships with individuals – personally and professionally.
Let’s look at the headlines.
Without divulging specifics on these stories, let’s uncover what business headlines from the past few days suggest to us about the importance of trusting behaviors:
· Fast food CEO has big plans to flip its ranking
· Auto manufacturer changes body style to appeal to customers
· Board of private company opens the books to dispel rumors
· Company makes good on broken promises
Each of these speaks to the behaviors that are being demonstrated in order to build or rebuild trust. Those include at least five from SMRC’s 13 High Trust Behaviors list, such as Listen First, Get Better, Create Transparency, Confront Reality, and Right Wrongs.
Simply put, trustworthy leaders lead out when it comes to behaving in ways that builds confidence and they inspire others within their ranks to do likewise. And just because you may have slipped and lost the trust of someone significant, it is often easier than you thought to rebuild that trust by quickly identifying the key behaviors that were/are missing and behaving your way back into the other person’s good graces.
______________________________________________________________
Join us next Friday as Dr. Wangsgard wraps up this 3-part series and discusses the power of Leadership and Team Trust. Click here to learn more about Todd and the programs he can facilitate for your organization.
Restoring relationships through The Speed of Trust,
John Vakidis
Associate Client Partner | FranklinCovey
PS - Check out our upcoming Speed of Trust event on LinkedIn!
Friday, January 13, 2012
Trust - The Key to Confidence
This week’s post comes to you as one of a three-part series. Dr. Todd Wangsgard, a FranklinCovey Consultant, elaborates on Trust as the Key to Confidence. Enjoy! ______________________________________________________________
Leadership at the Speed of Trust
A three-part series by Dr. Todd Wangsgard
Leadership and Trust – Keyword: “Confidence”
(Part 1 of 3)
Author of The Speed of Trust, , defines trust as “confidence born of the character and competence of an individual or organization.” This simple yet complete definition of an otherwise squishy subject takes into account both the feel-good side of trust in character as well as the practical side of one’s reliability in competence. Both character and competence lend confidence to those who would consider following any leader. And more than ever before, trust (or confidence) is sought after by an increasingly globally savvy audience of human beings who see the impact that geo-political activities are having on their individual well-being.
SMRC (as we affectionately call the author at FranklinCovey) also boldly asserts that, “trust is the key competency of the new global economy.” Again, as you replace “trust” in that sentence with “confidence,” one can see how the currency of trust is not just a “nice-to-have,” but rather an absolute imperative for leadership effectiveness under any circumstances. It is key, because without it, business plans, corporate promises, financial metrics and reports all come under the scrutiny of one question: “Yes, but what should we believe?”
The Speed of Trust book and classroom experience offer several models of thinking to better understand and define trust that breaks the subject down into understandable water cooler discussions. The Four Cores of Self Trust that subdivide Character into one’s integrity and intent and Competence into capabilities and results. The Five Waves of Trust that any leader must assess and develop within, including Self Trust, Relationship Trust, Organizational (or team) Trust, Market Trust, and Societal Trust. The 13 Behaviors of High Trust, including Talk Straight, Create Transparency, Right Wrongs, Get Better and nine others. (Click here to learn how The Speed of Trust Process works).
I recently worked with a successful CEO in the manufacturing and fulfillment business who has truly lived out the kind of trustworthy behavior described by SMRC. He has worked side-by-side (while the CEO) with frontline employees on the manufacturing line to learn what they do and to help keep costs down during a recent recession (Show Loyalty, Deliver Results, Confront Reality, Practice Accountability). He has made an effort to get to know every single employee in the company and remembers to send them a hand-written birthday greeting each year (Demonstrate Respect, Show Loyalty). While announcing a 15% pay cut for himself, he asked all exempt associates to accept a 7½% pay cut to help off-set their losses or agree to termination with a 3-months’ salary severance package (at their higher rate of pay). No one left and all were subsequently rewarded with “back-pay” on their lost wages after a couple successful intervening years and given a sizeable bonus (Talk Straight, Create Transparency, Show Loyalty, Get Better, Keep Commitments).
The confidence that Stephen writes about and that I’ve witnessed in industry over the past 25+ years starts with a leader who has genuine confidence in himself or herself and in the associates who choose to follow. Give them a leader they can trust (the Self Trust wave) and you have a foundation upon which you will build lasting relationships, enormously successful organizations, and a brand that generates intense loyalty and growth.
________________________________________________
The Speed of Trust book and classroom experience offer several models of thinking to better understand and define trust that breaks the subject down into understandable water cooler discussions. The Four Cores of Self Trust that subdivide Character into one’s integrity and intent and Competence into capabilities and results. The Five Waves of Trust that any leader must assess and develop within, including Self Trust, Relationship Trust, Organizational (or team) Trust, Market Trust, and Societal Trust. The 13 Behaviors of High Trust, including Talk Straight, Create Transparency, Right Wrongs, Get Better and nine others. (Click here to learn how The Speed of Trust Process works).
I recently worked with a successful CEO in the manufacturing and fulfillment business who has truly lived out the kind of trustworthy behavior described by SMRC. He has worked side-by-side (while the CEO) with frontline employees on the manufacturing line to learn what they do and to help keep costs down during a recent recession (Show Loyalty, Deliver Results, Confront Reality, Practice Accountability). He has made an effort to get to know every single employee in the company and remembers to send them a hand-written birthday greeting each year (Demonstrate Respect, Show Loyalty). While announcing a 15% pay cut for himself, he asked all exempt associates to accept a 7½% pay cut to help off-set their losses or agree to termination with a 3-months’ salary severance package (at their higher rate of pay). No one left and all were subsequently rewarded with “back-pay” on their lost wages after a couple successful intervening years and given a sizeable bonus (Talk Straight, Create Transparency, Show Loyalty, Get Better, Keep Commitments).
The confidence that Stephen writes about and that I’ve witnessed in industry over the past 25+ years starts with a leader who has genuine confidence in himself or herself and in the associates who choose to follow. Give them a leader they can trust (the Self Trust wave) and you have a foundation upon which you will build lasting relationships, enormously successful organizations, and a brand that generates intense loyalty and growth.
________________________________________________
Do you want to learn more about Dr. Todd Wangsgard and the offerings he can facilitate for your organization? Then follow this link to read his bio. If you would be interested in visiting with Todd by phone, then please contact me to set up a meeting with Todd and your FranklinCovey Client Partner. Check in next Friday as Todd brings you Part 2 to this series.
Helping build confidence in organizations - one at a time!
Sincerely,
John Vakidis
Associate Client Partner | FranklinCovey
PS - Are you interested in learning how to leverage trust in your organization? Consider joining us in Dallas to hear best-selling author, Stephen M.R. Covey deliver his Speed of Trust Keynote on Feb 16, 2012. Special pricing avaialble for groups of 10 or more. Ask me about how to get a free seat!
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