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Trust Tips: Moving Right Along

We’re getting close.

The Trust Tips countdown continues to the release of “The Trusted Advisor Fieldbook: A Comprehensive Toolkit for Leading with Trust,” by myself and Andrea P. Howe, to published by Wiley Books in early November.  We issue one Trust Tip per weekday; there are eleven more to come. They’re simple tips you can use every day to overcome the obstacles to having strong trust relationships. impede the trust-building process.

Get the tips straight from the source by following us directly on Twitter (@CharlesHGreen and @AndreaPHowe); you can also find them by using the hash-tag #TrustTip. We’d really enjoy hearing from you; the conversations have become a highlight of my day.

We’re also into making life easier for you, so we also keep a running tab of the tips right here on our site. If you need to catch up, see the recaps below:

#144-135

#134-115

#114-105

#104-90

#89-81

#80-71

#71-56

And now, skipping on down, here is the latest batch of Trust Tips: Numbers #30-12

#30: If the gods offer you a choice between competence and good relationships, assume it was probably a friendly gesture. Choose…

#29: The ultimate net promoter score driver: trust.

#28: If your competitor has a trusted relationship with a target client: go find a new target client.

#27: A short time-frame is one of the natural enemies of trust.

#26: If you don’t trust me, the odds of me trusting you just went down.

#25: Being brutally honest: what brutes do when they try to tell the truth.

#24: You can’t make somebody trust you; but you can make yourself more trustworthy.

#23: Only on TV quiz shows do you win by blurting out the answer before listening fully.

#22: Robinson Crusoe had no need for trust–at least not before Friday.

#21: Defining the problem is not worth very much unless the other party agrees with your definition.

#20: I trust my dog with my life–but not with my sandwich.

#19: Intent without action seems insincere: action without intent feels mechanical.

#18: Mind readers exist only in carnivals; in business, tell people what you mean.

#17: You get the right answer = you’re lucky. I get it = I’m smart. You agree with me = you’re wise.

#16: The sun is predictable; a man is reliable. Which are you?

#15: Doing the right thing is long-run profitable; but the profit is a byproduct, not a goal.

#14: All trust is personal; corporate trust is just accumulated interactions.

#13: Increased business trust reduces demand for lawyers and regulators.

#12 If someone trusts you, do you screw them? Why should you expect them to be any different?

A couple of my favorites:

#24: You can’t make somebody trust you; but you can make yourself more trustworthy.

This gets to the heart of the matter. In this world, you can never truly control another human being; trying to do so is the root of much misery. The only thing you can control in this world is your own actions—and your re-actions to others’ actions. You can spend hours trying to persuade someone to trust you, and all you’ll get is red in the face and high blood pressure.

Don’t tell someone you’re trustworthy—just act the part, and let them draw their own conclusions. And by the way, those conclusions are theirs too—leave them alone.

#17: You get the right answer = you’re lucky. I get it = I’m smart. You agree with me = you’re wise.

This is like ‘a recession is when your neighbor is laid off; a depression is when you are let go.’ Noticing things from the other’s perspective is never easy; worse, we tend toward assumptions that are self-serving (“I hardly ever have bad intentions. You, however, are frequently mean, clearly have it in for me, and probably always have.”)

But it’s possible to transcend this self-serving self-centeredness.  When we recognize someone in the way that they see themselves, and freely acknowledge it, we get a double success.  First, they appreciate the compliment (if compliments were involved—they don’t have to be).  But much more importantly, they appreciate the notice itself—it is validating.  We get credit for being wise just by understanding the Other from their perspective–and saying so.

 

 

 

 

 

Making a Trusted Advisor of the Procurement Function

Please welcome guest-blogger Bill Young, a Management Consultant. We have high regard for this person and we think you’ll enjoy the content.

The procurement function in an organization can play an important role—potentially both strategic and advisory. It can also, however, be dragged down into petty negativism. It’s in everyone’s interest to get it right.

Getting it right is the subject of a new article by the two of us, called The Role of Procurement as Trusted Advisor to Management. Link to a.pdf version here.

Following is a quick overview.

Procurement as Strategic Partner

Ideally, a firm’s procurement function helps broadly. Of course it manages the buying of commodity stuff cheaply.  It should also design good overall purchasing processes.  But ultimately it should also help an organization invest its expenditures wisely.

That last is a mandate most CPOs and CEOs alike would welcome—in principle. But they rarely get there, because procurement gets bogged down in a classic trust conflict: the conflict between transactions and relationships.

Procurement has pushed hard to attract brighter and better staff, but capability is not enough.  A genuine understanding of and concern for clients’ ambitions and goals is needed: procurement needs to be benevolent as well as capable in the way it works with clients.

The Transaction Trap

Most organizations measure procurement by how much they can cut cost.  This simple fact—the focus on cost savings as a metric—has outsized influence.  It means discussions are always about price—but not value.  Expenses—but not expenditures.  Cuts—but not contexts.

The cost savings focus drives procurement to excessively favor market-based, impersonal processes—which too often prevent the value of trusted relationships with suppliers. The transactional focus implied by cost metrics also favors explicit contracting, rather than the constructive use of implicit contracts on occasion.

This focus also leads to destructive gaming: you can’t prove savings if you’ve already cut the source of waste by strategically redefining processes, hence procurement organizations are tempted to “squirrel away” savings to appear the biggest.  The cost focus also means that purchasing’s clients know that ‘savings’ just means their budget is going to get cut.

The whole ‘savings’ focus drives dysfunctional, non-strategic behavior by everyone.  And it’s gotten worse since 2009: CPOs and CEOs alike, in a bad economic environment, have said, “Just go find some savings.”

The Trust Cure

It’s not often that we should start with metrics instead of strategy, but this may be the cart that should drive the horse.  Instead of focusing so extremely on cost savings, we suggest procurement focus on a Spend Control Index.  Details will vary by organization, but the gist of it is a unified scorecard that makes procurement accountable for all external spend—based on revenue, adjusted for items like salaries, interest, and above all, linked directly to strategic decisions.

Such an approach is easily linked to strategy; it enhances strategy implementation; and it is easily auditable. Most importantly, it allows for reframing of discussions between management and procurement; allowing the latter to behave like a trusted advisor.

Read the whole article here, or in .pdf form here.

Annals of Bad Selling: The Sweat Interview Test

Have you ever been run through a ‘sweat’ test interview?  Maybe it’s a sales call, maybe a presentation. A senior person plays the tough-as-nails client. They make you sweat it. And—if you’re good enough—you win.

If You Think You Won Your Sweat Interview—You Lost

Think this through with me.  Why were you sweating?  Why was your senior’s goal to make you sweat? And what does it mean to say you “won”—who’d you beat, anyway?

The answer, unfortunately, is obvious.  The objective is to get the sale. You sweat because you’re afraid you might screw up. If you screw up, you lose the sale. You must win–by not sweating.  The way to not sweat is to:

    • never lose your cool
    • have a ready answer at hand to all objections
    • be sharper than the other guy
    • parry every thrust with a counter that advances the sale.

If you believe all this, then let me suggest you believe one other thing too: the customer is the enemy.

Since When Did the Client Become Your Enemy?

‘Wait,’ you’re thinking, ‘that’s not me. That’s somebody else. I know to look for win-win, be on the customer’s side, be client-centric and customer-friendly. I’m way past thinking the client is the enemy.’

Allow me to push back a little, please.

If the client is not the enemy, then why are you sweating in the first place? If the client isn’t the enemy, then isn’t the best outcome for the client simply the best outcome?  If you do a great job exploring with the client what the right answer is, shouldn’t you be happy with the result, whatever that is?  Why should your ego be engaged on such a mission?

And let’s talk about your senior. Why are they subjecting you to something like fraternity hazing?  How is making you sweat supposed to help the client?

The Best Selling? No Sweat

Here’s the best way to rehearse for your sales call, your big presentation, your big meeting. Say to yourself something like the following:

There is absolutely no reason to sweat.  Any sweat on my part means I’m forgetting who my friends are and what my purpose is.  My clients are my friends, including my not-as-yet-paying clients, and my purpose is to help my friends do better.

If I consistently do that, I’ll become known—very quickly—as someone who speaks the truth, who leads with client concern, who isn’t attached to closing a deal, who can be trusted to give recommendations in the best interest of the client—even if on occasion it doesn’t result in a sale for him.

A sales call or a big meeting is a happy event; it’s where we get to move the ball forward together with our clients.  It’s where we jointly add value and make things better.  Why should I sweat over the chance to have an interaction like that?

And if you’re a senior person about to give a ‘sweat’ test interview to someone, do them, and you, a favor. Teach them why there’s no reason to sweat.  The best sales come about from people learning that you are a trustworthy person, and responding in kind.

Which they usually do. And those who don’t, you can smilingly refer to your competitors.  Who can then practice their sweat interviews.

Putting the “I” into “Intimacy”

“Intimacy” belongs in business.  Yes, intimacy. Not the kind that was the subject of classic ‘40s movies, but the kind that is essential to building trust.

The Trust Equation

The Trust Equation is familiar to many of you, both regular and even occasional readers of this blog.  It’s a formula for measuring our own trustworthiness through the Trust Quotient assessment.

For many people, Intimacy is the hardest piece of this simple formula to grasp and to put into practice.

Deconstructing Intimacy

We look at Intimacy in business relationships as having three components:

  • Discretion – the wisdom to know what to do with information another shares with us
  • Empathy – the ability to see another person’s point of view from the inside out; to identify with another person’s feelings, and
  • Risk-taking – vulnerability

The first two are about the other person: safeguarding their sharing, picking up on their feelings and acting appropriately.

The last one – risk taking – is about you.

The “I” Part

The “I” part of intimacy means opening yourself up to the other person.  It means becoming vulnerable.  It really is all about you, and the risks you’re willing to take.

We often get asked what Intimacy sounds like or looks like in business settings.  I would argue that it doesn’t require knowing the name of your client’s or colleague’s kiddos or pets (though for some people that works as Intimacy too), but rather saying or doing the thing that feels risky.

It may be as simple as asking for feedback, when you really don’t want to hear bad news:  “I don’t feel that I’m doing this job to your satisfaction.  Can we discuss it?”

It may be revealing something personal about yourself, perhaps saying at the start of a big presentation:  “Although I am completely convinced that our plan is a good one, I find myself a little intimidated talking to this senior group.”

It may be a matter of just voicing something you both know to be true:  “I believe your boss didn’t think we were the right supplier for this job, and you went out on a limb to get us approved.  What are your particular concerns?  How can we make you look good?”

The I in Risk, and in Trust

A good rule to remember about trust in business is that it’s generally not about you.  Except, of course, when it is. And when it comes to intimacy, it is about you.

In our White Paper we show with hard data that the “I” factor drives more trust than the other three.  And it is where risk shows up: taking the risk of Intimacy is what creates the reciprocal exchange that is trust.

If you’re lucky, your client or colleague or boss will lead by taking the first risk. If you don’t trust to luck, make some luck of your own. Take a risk. Lead with intimacy. Create some trust.

You can do that.

To Link or Not To Link

A colleague recently asked me how I handle LinkedIn invitations from people I don’t really know.  Another colleague asked about connecting to people whose reputation is questionable.  While the same questions can be asked about Facebook, Google Plus and other social media, because of the differences in the types of services and benefits each offer, I’m only going to discuss LinkedIn here, and address mostly issues relating to trust.

Trust All Connection Requests?

When people ask me questions about whether to accept invitations, they are usually not asking about the business benefits of making the connection.  Often, they are asking about the business and personal risks associated with accepting the invitations.

Recently, Charlie Green shared a Trust Tip via Twitter  (#57 Trust but verify?  No. Trusting means you don’t need verification).  He explained the Tip more in his Trust Tip Countdown blog.  While trusting without verifying may be appropriate in some circumstances, it is not appropriate for everything.  In his presentations, Charlie often says “I trust my dog Sammy with my life, but not with my ham sandwich.”  It is common sense to not leave a sandwich in front of a dog, if you expect it to be there a minute later.   Accepting an invitation from someone we don’t know, poses some risks, and requires some verification in advance.

Here are some risk scenarios that may result from accepting LinkedIn invitations:

  • I don’t block my connections from seeing who my other connections are.  Some people do block that access on LinkedIn.  Sharing LinkedIn connection names has the risk that some of your connections will contact people with whom you are connected without your permission, by using your name.  I’m told that because of this risk, recruiters block access to their connections.
  • If we connect to a person who has a reputation of not being trustworthy, that could reflect badly on us.
  • Some people are concerned about connecting with competitors.  That might increase your opportunity to collaborate and generally benefit from being connected.  You may also be concerned about whether your competitor will misuse your contact list, or take business advantage of other aspects of being connected.
  • If you don’t know many of your connections well enough to introduce others to them when requested, having a lot of connections may seem disingenuous.  Of course, there may be business or other reasons we choose not to accommodate an introduction request.  One of these reasons should not be: “I really don’t know that person.”

Best Practices Suggestions for Accepting Invitations  

Here are three typical scenarios I encounter when I receive an invitation on LinkedIn.  I quickly assess the risk, and simultaneously look for ways to increase the business benefits of the potential connection.   :

1. I already know the person or we have at least met in person or by phone or online.

I think about how well I know the person, and assess whether I will be comfortable with connecting the individual to other people I know.  I have fairly liberal standards, and generally opt in favor of connecting.  I may have met the person briefly at a conference or we may be in a virtual group together.  Before accepting the invitation, I may reach out to the contact and ask for a phone call so that I can increase my comfort level and trust.

2. I don’t know (or remember) the person, but we have connections in common.

For these potential connections, I investigate further, by reviewing their profiles on LinkedIn, and using Google to check their online presence.  Generally, I am likely to connect based on my investigation, relying in part on the transferred trust from the person I know.  Sometimes I even write to our common connection and ask if s/he knows the person.  In addition, before I connect, I am much more likely to reach out and ask the person to have a phone call with me so we can establish or enhance our relationship.

If the person seeking to connect with me on LinkedIn does not want to have a call with me, that is a sign that I should not accept the invitation.  Having the conversation creates a stronger connection, and could give me more information as to whether it makes sense to connect.  Interestingly, I recently received an invitation without a personal note reminding me of where I met the person.  It turns out she was a student in a class I taught on coaching.  I emailed to ask her if we knew each other, and we then had a follow up call.  We are now building a relationship, and I would not hesitate to introduce her to my other LinkedIn connections.

3. I don’t know the person, and we have no connections in common.

I suspect some of these requests are spam, but just in case, I usually investigate further by reviewing the person’s profile, and researching them on Google.  Recently, I’ve been receiving invitations from people who have high ranking titles, and appear to be part of solid companies, usually from outside the US.  Yet, they have only a very few other connections.  Their invitations do not indicate how they know me, or why they want to connect with me. I ignore these.

Those invitations that do not appear to be spam often look like they are from people who are using LinkedIn’s service to connect to everyone in a group, or everyone in their email database, regardless of whether we know each other.  I think about each one, and determine whether I want to reach out and have a call or connect by email or just ignore it.  I just use common sense.  You may end up with a good connection, or you may just be clogging your LinkedIn with people who you cannot help or from whom you can ask for help.

Make Invitation Requests Easier to Accept

I enjoy getting invitations and inviting people to connections.  My advice – when inviting someone to connect on LinkedIn, don’t just use LinkedIn’s template.  Personalize it, and, unless there is no question that the person knows you, remind her/him how you met, and why you want to connect.  Make it easy for both of you.

Books We Trust: The Seven Stages of Money Maturity

George Kinder, father of the Life Planning movement and founder of the Kinder Institute of Life Planning, talks to us about the first of his books on the integration of financial planning and the human condition, The Seven Stages of Money Maturity, in the latest installment of the Books We Trust author interview series.


Life Planning

Trusted Advisor Associates: George, I don’t know of any other book that reaches so far across the right brain / left brain divide.  Or is it the money / spirituality divide?  In any case, you manage to integrate asset category management with the Buddhist Bodhicaryavatara.

What is it that you’ve done here? What is this thing called Life Planning?

George Kinder:  We have gotten stuck thinking of money as about counting, about numbers, something abstract done by banks and accountants.  The truth is, money is a much larger topic—it involves our whole human nature. I talk about the conversation that needs to take place before a financial plan can be done.  That conversation is all about the human being, so we can go into emotional and creative territories.  It requires a different way of listening.

Most financial planners don’t think this way.  They were brought up on old sales approaches.  Life insurance was the first product; it got encrusted with sales techniques.  Then we got to stocks, which have always represented a commodity to people. So we’ve never had a consciousness that money has a purpose connecting it to our passions and our deeper levels of meaning.

A group of us around the globe said, this is not the way it should be, and we set about to change it. Is there a client relationship dividend to re-thinking this approach?  There sure is, and it’s huge.

TAA: Lest I give readers the wrong idea, this book and your work are part of mainstream, hardcore capitalism.  You are highly regarded among financial planners and wealth managers, people to whom other people entrust the management of their money.  This is not fluff stuff, and your clients are as sober and conservative as any.

George: Let’s touch on your “mainstream hardcore capitalism” language.  That’s an important message for my and your audiences alike. We have a secular financial system that has basically failed.  It’s in collapse. The trust level for financial advice is so low these days partly because you have to question the sustainability of our very system.

A Dow Jones survey from a few years ago (Dow Jones Wealth Management, After the Crunch) said 75% of consumers who have a financial advisor would never recommend that advisor to a colleague or friend. How horrible is that!

The trust issue is threatening what we think of as hardcore capitalism.  We believe in supply/demand and efficient markets, but the proper reverence for a vital system isn’t there, and without that quality of reverence the whole system is threatened. You can’t have a trust relationship built around nothing but avarice and sales.

TAA: Who are your clients? Who needs and hears your message?

George: We at the Kinder Institute work with three different markets.  The Seven Stages book was written for the consumer.  That’s one market, which I’ll expand on in my new book called Life Planning, co-authored with Mary Rowland.

The second client group is independent financial advisors, usually CFPs or the various global equivalents.  We work with advisors in 23 different countries.

The third group is corporate clients; we’re moving into markets in North America and Europe, mainly the UK.

Companies are in danger because their products are commoditized and sales-driven, and consumers have had it with the old approaches.  Consumers need this more human approach because they’re dysfunctional when it comes to money, and because they have no one to talk to about it.  And advisors need it because their model also is being challenged; they’re all scrambling to figure out what a client-service model looks like.

There are enormous opportunities for all concerned.

Integrating Art and Finance

TAA:  How is it you came to write such a book?  You were an artist who became an accountant—but you kept both sides of your personality. That’s unusual.

George: I was an accountant because I had to be, I had to make a living.  Following your bliss didn’t work for me—I tried it, but I couldn’t make money from my paintings or my poetry.  But I developed a strong business sense from the accounting, and that became the basis for my business now.

I was an over-achiever: despite the artist in me, I had 800s on my math boards, but lousy verbal skills.  I was competitive and cocky so I majored in English–I figured I already knew how to do Math.

TAA. You talk about people’s profound relationship to money.  People would sooner talk about their sex lives than their money lives, and money is the source of profound psychological meaning, or dissatisfaction.

Your narrative of progression to Money Maturity parallels that described in Buddhism for personal growth. What’s the connection with money?

George:  Human growth has to mirror the growth of our relationship with money, because money enables so much of our lives.  I like to say there are far more money apps for human beings than there are computer apps in the app store, because money facilitates everything in life.  People have dysfunctional relationships with money and they have trouble getting advice about it.

Buddhism? I taught meditation for 25 years, and led week-long silent meditation retreats in each of those years; I just came out with a book on meditation—a secular book, not a religious one.  When we train financial advisors to listen really well to their clients, we start those practices with “inner listening,” which is basically a meditative practice.

If you’re not aware of what’s going on inside you, you can’t separate your own thoughts and feelings from those in your clients.  We’re highly cerebral in our normal lives, and when talking with clients, we need to be much more connected with our emotions, and with theirs.

Financial Planning Today

TAA. Your earliest version of your seminar was called “12% in 12 Years,” and it was about how you could achieve financial independence.  That was then. Now, the Dow sits where it was a decade ago, and bonds are yielding low single-digit returns. Very low.

It’s got to be harder to achieve financial nirvana these days; how do you advise people now?

George: When I was giving the 12-and-12 it was an exhortation to consumers to save 12%, not to earn 12%.  So you compound as best you can, and you simplify—both while you’re earning, and when you retire.  You ought to be able to have modest financial independence.  That’s still true, but obviously when you look at the yields of the last decade, it’s a much harder task to accomplish.

One of the values of life planning is it gets away from the numbers and gets down to what’s really important.  What’s most important is actually much easier to achieve than when it’s all about money.

TAA: Most financial advisors just jump into discussions of required spend levels, rates of return, financial risk profiles, and so forth.  They forget the entire front end—why is it that we’re doing this stuff in the first place?

I sometimes think that the financial planning industry is the most product-driven business I know: they can’t even graduate from features to benefits, much less to goals.

George: In Life Planning we look at goals deeply and seriously. What people care about most is their family. Four other things come close to it, but they’re mainly concerned with family, spouse, and relationships.

The next most common response has to do with values: not living their values the way they’d like.  Maybe their job threatens their integrity; (sometimes it’s explicitly religious or spiritual, though that’s true more in the US than in Europe).

The third most common goal is a wild creativity; the fourth is community and the fifth the environment or sense of place–typically people talk about a move to the city or the country.

And all these things are doable!   This puts the advisor in a much stronger role, focusing on what the persons really care about, rather than trying to force money itself to do all the heavy lifting. We help them live with passionate purpose.

TAA. Financial planners and wealth managers come in many forms these days.  What roles do you see being played by the Financial Planning Association, by the National Association of Personal Financial Advisors (NAPFA),  by your own Kinder Institute, and by similar associations outside the US? What’s been the evolution of brokers and independents?  Does the fiduciary movement have legs?

George: The fiduciary movement definitely does have legs.  For the first time in a long time, this movement toward client centricity is happening more outside the US than inside.  We’ve been ahead in the past because of things like NAPFA, life planning, the emphasis on the fiduciary.  These movements grew up here because of the entrepreneurial spirit of America. But it’s been almost 30 years since I joined NAPFA, and there’s still a lot to be done.

We’ve gone far in America, but we’re not the leaders any more. The leadership is now coming from governments in places like India, the Netherlands, Australia and the UK.  The regulators in those places have said “enough already.”

The industry in those countries recognized they needed to shift away from the heavy sales and commission system, because of lower and lower levels of trust. Those countries are now leading with ways that make Dodd Frank look like just a piece of paper.

Dodd Frank takes the consumer back to the Investment Advisers Act of 1940. We should have been there all along. Dodd-Frank is sort of Back to the Future.

The cozy relationship that grew up here between industry and government meant brokers could insist to the SEC, “No, we’re not advisors, we’re salespeople not subject to the Act,” and then turn around and tell the customers the exact opposite.  Dodd Frank basically says (as yet unconvincingly) we’re going to enforce the 1940 Act.  Meanwhile, other countries are going much further.

I’m not optimistic short term here in the US, though I continue to be an optimist about the long run.  Eventually the consumer wins.  The model we have in America is not designed for the consumer like it is in other countries. But I have faith we’ll get back there again.

The Stages of Maturity

TAA: In the Seven Stages you write about how the tension between the first two stages is particularly poignant—the crunch that happens when Innocence (Stage 1) comes up against Pain (Stage 2).  How can people recognize that tension?

George: Innocence and Pain are the first two of the Seven Stages, and there’s a bit of psychological approach here.  It’s like being in childhood.  Innocence is our beliefs about money; every single belief you can imagine is partial and incomplete.

The more insidious innocent beliefs are things like,  “Spend today because you never know about tomorrow,” or, “The only way to get money is to borrow it,” or, “Be ever on guard against those who’d steal it from you.”  Investment schemes will often play against that last one, as in, “Do you know how the rich really get their money?” I call these beliefs Innocence because they’re all incomplete. We pick these deep beliefs up early in life, from our parents.

Then comes the Pain, when your beliefs turn out to be wrong. Pain is primarily emotional.  You see your neighbors doing well but you don’t invest because your grandparents were from the depression. Meanwhile, your neighbors get yachts; so your particular brand of pain is envy.

Then, say in October of 1987 you go all in, and you do it on margin. More pain.  You get anger, sadness, despair, frustration, all of those things.  And people get in a loop, going back and forth between Innocence and Pain.

TAA: What’s the biggest mistake made by financial planners?  And by their clients, in their relationship to their financial planners?

George:  The biggest mistake made by financial planners is that even if they’re honest, have integrity, and care about their clients–they don’t know the clients well enough. They don’t know enough to know how much to save, how much to put into retirement, and how to help the client not worry so much and to live their dreams.

It’s a tragedy. They don’t know how to develop the biggest opportunity they have–the opportunity to talk meaningfully to their clients. If they could do that, they could say, “Hey, you can have that, let’s make sure you move toward your dreams.”  Instead, it’s all about shovels—not about holes.

And it’s even more of a tragedy for the consumer; they’re still thinking that it’s all about the money. They think their job is to find an advisor who can beat the market.

What they need is someone they can really trust; someone who has the capacity to help them articulate what they’re really inspired about in life, so that they can use money as a means to that end.

TAA: George, thank you very much for taking the time to speak with us. Your ability to link our material and our spiritual lives is unparalleled, and I hope we help sell you a few more books—they help people.

George: My pleasure.


Books We Trust: The Seven Stages of Money Maturity by George Kinder is the fifth installment in the Books We Trust author interview series.

Books We Trust interviews include:

The Dark Side of Work to Come

If one wants to be a pessimist about the future of work, there is no shortage of opportunities to nurture one’s paranoia. A compelling new work by Lynda Gratton—The Shift: The Future of Work is Already Here—could feed your dark fears. But she also shines considerable light on them, showing the way out, and the way towards a fulfilling future. If, that is, we can follow our better angels.

Lynda Gratton is Professor of Management Practice at London Business School, where she leads over 50 global companies in the Future of Work Consortium. She has been praised by the Economist, hailed by the Times, and lauded by the Financial Times.  She certainly tones up our joint neighbourhood of Primrose Hill.

Drivers of the Dark Future

Gratton outlines five forces that will shape the future pattern of work:

  • Technology (think 5 billion people, digitized knowledge, ubiquitous cloud).
  • Globalisation (think continued bubbles and crashes, a regional underclass, the world becoming urban, frugal innovation).
  • Longevity and demography (think Gen Y, increasing longevity, aging boomers growing old poor, global migration).
  • Society (think growing distrust of institutions, the decline of happiness, rearranged families)
  • Energy resources (think rising energy prices, environmental catastrophes displacing people, a culture of sustainability emerging).

There are good sides of all the above as well; but let’s stay on the dark side of  work for a bit. Think increasing fragmentation (a three minute world, dominated by overload and time compression), isolation (the genesis of loneliness) and exclusion (the new poor). (Remember A Clockwork Orange, anyone?)

Bring In the Light

But she also holds up the bright possibility of a crafted future – co-creation (where people across the world are ever more willing and able to link up and share ideas and energy), social engagement (the rise of empathy and balance) and micro-entrepreneurship (crafting creative lives).

If we are to reach the bright possibilities of this crafted future, we need to bring about three shifts:

1. From shallow generalist (knows a little about a lot) to serial master (has in-depth knowledge and competences in many domains).

To get here, three career paths will be of particular importance – grassroots advocacy, social entrepreneurship, and micro-entrepreneurship.

Future career trajectories will be defined by a series of bell-shaped curves in which energy and the accumulation of resources grow and then plateau, only to grow again. She urges us to ‘slide and morph’ transferring knowledge and skills from one specialism to another.

2. From isolated competitor to innovative connector.

‘One of the marvellous opportunities of the coming decades of work will be to build our social capital in a way that was never possible in the past. With 5 billion people connected to each other in an increasingly participative way, the possibilities are endless.’

Gratton sees three key future network-types:

  • The posse; the small group of people we use as a sounding board, people we call on quickly for a tough call to make, a really challenging problem to be solve or a complex task to get underway.
  • The big ideas crowd; the group of hundreds, often friends of friends, ready to make a connection, support our innovation.
  • The regenerative community; ‘the real people whom we meet frequently, with whom we laugh, share a meal, tell stories and relax’, crucial to our emotional well-being, and our protection against the possible isolation and loneliness of the dark side.

How can we best build these networks? Mainly by our capacity to build reciprocity and trust, deep mutual understanding and ways to attract other people to us.

3. From voracious consumer to impassioned producer.

The trend toward seeing work as a place of productive experiences rather than simply an activity that has pay as its key driver of motivation.

Work for Whom?

Cui bono? Gratton invites three groups in particular to consider the implications of these three shifts:

1. Children. ‘What will you do with your long, productive lives?…Your life will not simply have education at the beginning, with work in the middle and retirement at the end. Instead, you can expect to experience a mosaic that has education and development woven through it….Much of your work will be spent working with people virtually, and so one of the challenges  you face is how to create deep friendships with a small group of people in a sustainable way.’

2. Business leaders. ‘Globalisation will add new markets and intensify competition; work hierarchies will morph into more organic forms; talented  employees will want adult-adult mutual relationships; people will place greater emphasis on meaningful developmental work in a mosaic that has sabbaticals; and throughout it all, sources of competitive advantage will derive from the capacity to build co-operative relationships across various eco-systems.’

3. Government leaders. ‘ Governments’ willingness to support high-quality educational and cultural institutions will play a key role in attracting people with high value skills who will increasingly choose to cluster near each other….While ever more prevalent transparency and sharing of information will only serve to exacerbate the current decrease in citizens’ trust in institutions….. Gen Z’s will want to work into their 70’s and 80’s, and it will be a priority for government s to find ways to support these aspirations.’

If Professor Gratton is right, it’s clear that empathy, reciprocity and trust will figure significantly in both personal and organisational successes of the future.  But tellingly, these are currently under-developed capabilities.

It is those traits—empathy, reciprocity, trust—which probably hold the key to which side of Professor Gratton’s predictions for the future of work will take hold—the Dark Side, or our better angels.

Real People, Real Trust: A Learning Consultant’s Approach to Leadership

Heber Sambucetti is a senior learning consultant with Accenture, working routinely with some of Accenture’s most seasoned executives. Find out what Heber sees as the distinguishing traits of a trusted advisor, and learn how he has successfully turned the most challenging relationships into prosperous ones.

Foundations

Heber (pronounced EH-ver) and I met in 2010 when I led a Being a Trusted Advisor program for the team he works with. I was immediately struck by his candor, caring, and professionalism.

I began my Real People, Real Trust interview with Heber in the same way I’ve done in the past, asking, “What does it take to be a trusted advisor?” Heber’s immediate response was remarkably similar to Anna Dutton’s; he said, “Above all else, you need to be sincere and genuine.”

Heber continued, “That’s the only way you can create the right type of environment for a business relationship to prosper. You need to come with a pure intent to help others, and truly care about the person across from you.

“Secondly, don’t be afraid to bring emotions to the business environment. That’s a necessary element to create a certain level of intimacy—and by that I mean a sense of familiarity, closeness, and an understanding of each other. That way, not only do people see who you really are, but it makes it possible for you to ask the tough questions and deal with the tough stuff when it counts. If someone’s angry, you should be able to address that—as in, ‘What’s got you angry? I sense frustration.’ Sometimes people are afraid to explore this side of things. Validating other people is important. Sticking to the task only gets you so far.

“Those are your foundational pieces—the genuineness, the pure intent, and focusing on more than just the tasks at hand. And then you need to be able to consistently deliver whatever it is you’ve agreed upon, and bring something better for their business. That requires understanding what success is for them. And don’t forget about what you care about too. If it’s a one-way relationship it will never work.”

Fighting Fires

During our conversation, I discovered that Heber was a firefighter and Emergency Medical Technician in a prior life—something I never would have guessed, having interacted with him exclusively in a corporate environment. I asked him what parallels he saw between the world of consulting and the business of saving lives.

“In the fire department, I really learned first-hand the importance of establishing an environment of trust. When you feel like you’re part of a family, then you don’t want to let the family down, and you genuinely care about people you’re helping. You’re taught how to bring the best of yourself every day. The consequences of failure are extreme—your team member or a citizen loses a life. There is an unwritten rule that you all go in and you all come out; you don’t leave anyone behind.

“Sure, the stakes are different in business—mistakes in the corporate world won’t cost a life, no matter what the pressures you may feel inwardly, and I remind my team of that every day. But I still live by all those principles: be of service and always give it your best.”

Surviving the Heat

I asked Heber if he had a “proudest moment”—a time when he knew something important had shifted in a relationship.

“Once I turned a relationship from the individual being incredibly chastising and critical of everything—someone much more senior than me—to that person being a champion and educator. One day, after a series of interactions, I just had to lay it on the table. I said, ‘If you want to make me feel like sh** and perspire every time I talk to you, then you’re on target. But here’s the thing: I think I can learn from you. It’s true I don’t know everything, and we have a common goal of success with this project, so I need you to teach me instead of criticizing me.’ The person was taken by complete surprise and the relationship took a dramatic turn for the better. It was an intense moment. I ran out of deodorant. But I just had to say what was there.”

Heber then made a point to speak about taking responsibility for relationships gone wrong.

“When a relationship isn’t working, it’s easy to approach it from the perspective that you’re not doing anything and this person is beating you down. The question I always ask myself is, what am I doing to make the relationship better—or worse? What’s my piece to own? How have I let it fester? Holding yourself and others accountable are keys to relationships that work.”

Best Advice: You Snooze You Lose

I asked Heber for his best advice for someone who’s trying to increase trust in a relationship.

“First, ask yourself why you want to improve the relationship with that person; what’s in it for you. Always ask why. If the answer is, ‘Because I need to make my numbers and have them sign on the dotted line,’ think again. Would you want someone to approach you that way? No. OK, then try again from a different perspective. Put yourself in their shoes.

“Most people have a gut feel for what others are thinking and feeling, they’ve just hit the snooze button on it. They don’t want to look at it—it’s too raw, too emotional, too difficult, so snooze it is. And then they’re surrounded by alarm clocks all on snooze. That’s not sustainable.

“This applies personally as well as professionally. If I ever hit the snooze button with my son, he tells me right away. Children have a magical way of reminding you straight out that you’ve hit snooze—‘You promised me we’d play soccer, Dad.’ ‘We’ll do it tomorrow.’ ‘That’s what you said yesterday, Dad.’

“So I do what I can to minimize how many snooze buttons I have in life.”

Warming the Heart

Heber’s approach to building relationships reminds me of Heber: straight up, wise, humorous, warmhearted.

I don’t know about you, but I’m glad to have the Hebers of the world to keep me honest and out of danger.

Connect with Heber on LinkedIn.

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The Real People, Real Trust series offers an insider view into the challenges, successes, and make-it-or-break-it moments of people from all corners of the world who are leading with trust. Check out our prior posts: read about Chip Grizzard, a CEO You Should Know; Ralph Catillo: How One Account Executive Stands Apart; and Anna Dutton: A Fresh Perspective on Sales Operations.

How YOU Can Raise Trust in Your Organization

We’re pleased to announce the release of our latest eBook: People Behaving Badly: How YOU Can Raise Trust in Your Organization.

It’s the fourth in the new Trusted Advisor Fieldbook series by Charles H. Green and Andrea P. Howe.

Each eBook provides a snapshot of content from The Trusted Advisor Fieldbook, which is jam-packed with practical, hands-on strategies to dramatically improve your results in sales, relationship management, and organizational performance.

People Behaving Badly: How YOU Can Raise Trust in Your Organization reveals:

  • The three steps to constructive confrontation
  • What to do when constructive confrontation doesn’t work
  • When to walk away

P.S. Did you miss out on Volume 1, 2, or 3 of The Fieldbook eBook series? Get them while they’re still available:

  1. 15 Ways to Build Trust…Fast!
  2. How to Sell to the C-Suite
  3. Six Risks You Should Take to Build Trust

Take a look and let us know what you think.

In Netflix We Trust

This post is not about piling on Netflix (or its new spin off, Quikster). You can read elsewhere about the movie rental company’s bad decisions, their business prospects, or—more entertainingly—their Twitter handle being owned by a ‘Pot-smoking Elmo.”  Ditto for parsing Netflix CEO Reed Hastings’ apology.

What I want to talk about is: How Fast Is Your Mirror?

Mirror, Mirror on the Wall

Dorian Gray had a picture that told him the truth about his age.  Snow White’s Queen possessed a magic mirror that told the truth about her beauty. But what kind of mirror do we have for a bonehead moment?

Over time, some of us come to recognize some of our errors. Sometimes.  (Lifelong denial is not uncommon.)  But if you’re a business leader, the pressure is enormous to get it right, right away.

The pressure is worse today. When Johnson & Johnson became the poster child for responsible behavior during the Tylenol scare in 1982, we forget that several days passed before the national recall. Yet Netflix felt it had to apologize overnight for its moves.

What kind of mirror can tell us overnight that a way of doing business, a major decision, an unchallenged assumption was dead, flat wrong?  And what sort of mirror is good enough to convince us overnight?

Who can reverse their self-consciousness overnight after being hit in the face with a bucket of icy reality-water?

How fast is your mirror?

Does it Take Time? Or Objectivity?

There’s a saying that ‘time takes time.’ Meaning, the passage of time is required for some shifts to take place, and there’s no hurrying it.

Remember when Michael Richards (Kramer of Seinfeld fame) went racially ballistic in a totally offensive comedy routine?  That was November 20, 2006. Later that night he went back on stage to apologize, and two days later was doing a hastily-arranged public apology on the David Letterman show—which, as I recall, was in some ways more acutely embarrassing than the incident itself.

He could have benefited from more time.  Watching sausage-making destroys the appetite for sausage.

On the other hand, if the end-game is revised perspective, maybe there’s a better way than to watch paint dry and the hands on the clock turn.  Maybe your truth-mirror is another person—someone you can trust.

I don’t know Reed Hastings, and I don’t know if anyone on his management team could have told him his decision was flawed—more interestingly, that his apology was half-baked.  Remember, Netflix stock may have dropped from 300 a few months ago, but Hastings had brought it there from 20 less than 10 years ago.  Whoever wouldst play Hastings’ mirror role had better have a lot of gravitas.

Who’s Your Mirror?

If the proverbial hits the fan, whom do you call? If the world suddenly is telling you you’re a bozo and that just makes you’re even more convinced you’re right–to whom would you listen to tell you otherwise?  The wrong answer would be “no one.”

Who’s your mirror?