In our work with organizations, we ask our clients to describe a low-trust, low-performance organization. They typically say they see cultural behaviors like the following:

• People manipulate or distort facts
• People withhold and hoard information
• People spin the truth to their advantage
• Getting the credit is very important
• New ideas are openly resisted and stifled
• Mistakes are covered up or covered over
• Most people are involved in a blame game, badmouthing others
• There is an abundance of “water cooler” talk
• There are numerous “meetings after the meetings”
• There are many “undiscussables”
• People tend to over-promise and under-deliver
• There are a lot of violated expectations for which people make many excuses
• People pretend bad things aren’t happening or are in denial
• The energy level is low
• People often feel unproductive tension—sometimes even fear

How can you overcome this tremendous friction in your organization?

In our research and leadership work as senior executives ourselves over the past twenty years , we have found that these behaviors and perspectives exact what we call a trust tax™ on your organization.

We believe we have found the one thing that changes everything.

 

 

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