Building Trust Piece By Piece!

How much complexity is the result of a collapse of trust and how confused and over wrought do things get because people don't trust each other?

We deliver facilitated approaches to sometimes complex situations and amongst the familiar themes the Collapse of Trust holds a significant position. 

There's a continuum of emergent dysfunction shown below and I wouldn't want to comment about its relevance to our personal lives!

It does however occupy a significant and interesting space in the working environment.

We know and understand from our practice that work and productivity become blocked and stymied by the absence of trust, beginning at the lower left side of the continuum, with multiple stop-off points that are context specific. They are the often "invisible predictors" of failure through absence of harmony that end with a collapse of workable emotional capital at the upper-right end of the continuum.

We achieve very little on our own and reliable, performing teams are ones that help each other. Lego is a successful company and its CEO has communicated a simple message along the lines of

"You won't be blamed for failure, you will be blamed for failing to ask for help or to give help when it was needed"

Now, I don't know about you but it's unlikely that I'll ask people who I don't trust to help me-I wouldn't want to be vulnerable to their next actions. But, if I feel that way I have to accept that people who don't trust me are unlikely to ask me for help. This situation is lose/lose and stuck.When we are either helped or helpers we give an opportunity to re-frame trust and in so doing open a very different relationship with our colleagues.

We are introducing the concept of trust building in a transparent and open manner into much of our mediation and facilitation work. We are pragmatic and understand that sometimes 

"Fixed enough has to be enough"

We remain clear in our belief that it remains difficult to reach and maintain the above point where there is no trust. So, wherever the end point, trust is an essential component of the energy and motivation that takes us there.

Here's a self check list-change it around a little and you can come up with an idea about how much/little you trust a colleague

1. How much/often do my actions align with my words?
2.  Do I do what I say I will do? Am I reliable?
3. Am I up to the task/job/role? Do my competences and interactions support my intentions and the expectations of others?
4. Do I care? Do I have the interests of others in mind as well as my own and how do they know?

Feel free to get in get in touch to explore how we might help you develop higher levels of trust in your workplace and free-up some powerful co-operation!

You can contact us on jpd@dy3solutions.mygbiz.com. 

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http://www.dy-3solutions.co.uk 

So, What Is It Exactly You Do ?

I noticed a couple of "Congratulations" posts making their way through from LinkedIn today-a "Work Anniversary!" It's been 3 years since I changed "Coady Consultants" (Established 2003) to DY 3Solutions. The change of name didn't mean change of purpose. It did however add a new energy to my work-a fresh focus!

Painful and Frightening!

I delivered our first piece of work under the new company name from a wheelchair. Rheumatoid Arthritis had taken me completely off of my feet on the evening of July the 27th 2012. A couple of weeks later my eldest son Matt drove me to and wheeled me into a piece of Team Development Work. It was the beginning of a long road back and here's me now:

I'm not the runner I was but I'm doing it, some cycling too and I'm now setting myself some increasingly ambitious goals.....

"l already knew this thing!"

It took me some weeks to recover during which I learned again what I always knew; namely that:

"we daily skate on the thinnest of ice often without knowing how thin the ice is or what it is we're skating towards and in some cases away from! Life is capricious and struggle as we might we have little control over the events that affect us."

A Sustaining Image!

I'm pretty certain that there's not a coach/trainer/facilitator who hasn't during team-development sessions, had a Sailing Ship chosen as an illustrative metaphor for team work. My guess is that its frequent selection is something to do with the fact that it's an accessible piece of imagery that works! really, it does, giving us access to leadership, setting course, handling changes, critical incidents, teamwork, communication, handling disagreement, developing common purpose.........you get the picture.

It was used during the above session in 2012 and guess what? It appeared again this week during the afternoon of Tuesday 14th of August! I'd like to stress that this was with a different team! I like long term projects but we could have circumnavigated the globe in said galeon in three years.

"Lightbulb Moment? About Time!"

hubris

ˈhjuːbrɪs/

noun

1. excessive pride or self-confidence.

   "the self-assured hubris among economists was shaken in the late 1980s"

   synonyms:

   arrogance, conceit, conceitedness, haughtiness, pride, vanity, self-importance, self-conceit, pomposity, superciliousness, feeling of superiority; More

   • (in Greek tragedy) excessive pride towards or defiance of the gods, leading to nemesis.

   
   

Poor old Wylie Coyote's lightbulb moments don't really work out that well do they? Largely because of the above phenomena "Hubris.  His latest, best idea is simply the precursor of another major fail and so I tread carefully, on thin ice as I both mix and extend the metaphors!

My lightbulb moment was the realisation that I am for most of the time and with the exception of valued partnership work, the crew of my own ship. Now, I've contracted out some of the functions: book-keeping, accountancy, marketing and so on; largely because there are well qualified people out there who can do it better than me: specialised crew members if you will.

On Crewing My Own Ship....

Here's what I have done and can offer you.

Business:    
Communication, building influence, understanding teams, powerful stakeholder events, leadership, managing people, mediation, conflict resolution, the leader/manager/coach. Skilling, developing and transforming people. Recovery programmes for stuck” colleagues. A Values Led Approach to developing Your Business. Speaker at development days, moving towards career/life changes. Values led business development, Customer care, Dealing with Aggression and Difficult Situations

Education:
Leadership, classroom management, developing confidence and re-energising colleagues in difficult places, coaching and mentoring skills, direct intervention with learners/students groups and individuals. Speaker at Development Days, Safeguarding Trainer, Mentoring and Conflict Resolution Skills, Talking and Listening to Students, Learners, Parents and Careers.

Professional Development

Bespoke programmes for professionals

Personal Development

Bespoke programmes for individuals, designed in collaboration to meet the individual’s circumstances and desired outcomes.

Now, I'm not going to extend the metaphor any further, we're not going to "sail off into the sunset together" but  If you'd like to find out more about any of the above, give me a call on 

(+44) 07984409937 or email me at jpd@dy3solutions.mygbiz.com