A culture of trust yields higher engagement, happier employees, greater productivity, and higher profits. And it all starts in the brain.
During his tenure, he helped grow the company from 28 stores to over 15,000 stores spanning five continents. He now dedicates a large part of his time to the development and education of future leaders and has been a longtime advocate of Servant Leadership. Behar was asked by Fox how more companies are able to create workplaces where employees’ voices matter and people thrive.
Mentors, you want big box-office for the time you spend outside of that box you call an office on mentoring, right? (See what I did there?) Here’s the mission briefing for becoming a SuperMentor:
What makes somebody credible is your ability to trust them. You determine whether or not I’m credible to you. You really have to build that relationship so you can understand what people want from you.
The performance of your employees is a reflection of your leadership. What does your team’s performance say about you? For many leaders, their team’s performance doesn’t say much.
Humble leaders have more influence, they attract better people, and they earn more confidence, respect and loyalty than those who rely upon ego and power.
I think millennials at work tend to take matters into their own hands a little bit more. If they have an idea, they are more likely to go for it.
A tough, fierce leader who never shows sign of weakness can actually come across as being cold and unapproachable
“The single biggest decision you make in your job–bigger than all the rest–is who you name manager. When you name the wrong person manager, nothing fixes that bad decision. Not compensation, not benefits–nothing.”
High-trust organizations operate on a dividend, or performance multiplier if you will, which increases speed and decreases costs.