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How To Prove You’re Reliable

Trust takes time. It’s one of those things we say without examination. Turns out it’s largely a myth.

Credibility. Reliability. Intimacy. Self-orientation. These are the four factors in the Trust Equation. Of these, we usually say that only Reliability takes time. Reliability lives in the realm of action, and because of that, repeated, consistent, predictable actions over the passage of time are required to show reliability.

But even that, on closer examination, isn’t always true.

On a recent trip I had a chance to see that Reliability can be demonstrated in a moment or two and needn’t always take time to prove. It was a taxi driver (why is it always taxi drivers who teach us so much?) who brought this point home.

A colleague and I were in Washington delivering a workshop and staying at a hotel “just across the parking lot” from the corporate center where the training was being held. Unfortunately, it was pouring rain, the parking lot was several football fields across and there were half a dozen different buildings to choose from. We knocked on the window of a waiting cab and asked if the driver would take us such a short distance, got an affirmative yes, and jumped in. And given the address, he knew exactly which building was our destination.

During the few minutes it took to get to the other building, the driver had a (hands-free) cell conversation with someone who had clearly ridden with him often and was booking an airport trip for the following day. When we got out and offered to pay, he wouldn’t take any fare but gave us his business card instead and suggested that we call him for our return trips out of Washington.

When we walked in the door, it turned out we had to go to yet another nearby address; this time an employee gave us a lift. To top it off, getting home had gotten a little more complicated: one of us was going to the airport, another to Union Station, both at different times and we weren’t 100% sure just where we needed to be picked up.

But when we were ready to organize our trips home, of course we called this driver. He’d already demonstrated his reliability. How?

It didn’t hurt that we were predisposed to like thim when he volunteered to run us across the football fields. It proved he wasn’t hungry for money or trying to take advantage of a couple of people who would have paid plenty to stay dry.

We heard him talking to someone who was clearly a long-time client. Must be reliable if a frequent traveler from the Washington area counted on him to help her make her flights on time. A big "R" there.

Finally, the business card. It suggested that he was serious about his work and made it easy for us to find him when we were ready to go.

Indeed, he found us at the new building at the right time, took my colleague to the airport and made it back in plenty of time to pick me up and get me to my train. 

All of which reminded me: even Reliability doesn’t always take time.

Becoming trusted is less about logging more hours—and more about the quality of our relationships.

Are Your Business Processes Destroying Trust in Your Business?

“Automation is sand in the social gearbox.” 

So says Axel Schultz at the end of a provocative blog on Customer Think called When the Social Media Bubble Burst. I think he’s more right on his ending line than he is on his title. Automation does have a way of gumming up the social works.

I wrote a week ago about a large-scale example of this in the mortgage banking industry. Let’s go micro now, and have a look at small-scale automation.

Let’s have a look at the nuts and bolts of creating ‘friends’ on YouTube. The more friends you get, the more people look at you, the higher your ratings go on YouTube.

Here is a transcription of a video from TubeToolBox.com.

So you’re looking for an automated way to get more views to your YouTube videos; but you don’t want to risk losing your YouTube account by using tools that could get you flagged or banned. So you lead a lot of subscribers, and actual views, ratings and comments from other YouTubers so your videos get traffic. But you don’t have the time or the money to spend marketing them.

So you run Tube Toolbox, and you collect a few thousand users in just a few minutes who have watched and commented on videos similar to yours. You know that they’re the best friends and subscribers to have, because they watch videos in your niche, and leave comments on them.

So now that you have your list of targeted YouTube users, you start sending automated friend request and auto-subscribe to their channels. This software runs in the background, which means you’re free to do other work while Tube ToolBox is hard at work. You can even let it run overnight, and pick up friends and subscribers while you sleep.

Then when you come out with your next video, you just send your video to all your friends with a friendly message letting them know about your new video, asking them to rate and comment on it.

As comments on videos increase, you will start to notice your videos making it to he the most discussed, most viewed and top-rated sections in addition to others where the bulk of YouTubers watch videos.

Now your videos will get thousands of views with people subscribing to your channel, and adding you as a friend on auto-pilot. As you build momentum, your reach increases, and your videos have their best shot at going viral.

Before you know it, you’ll add thousands of friends, subscribers and views to your YouTube videos.

TubeToolbox is hardly unique. Nor are they doing anything wrong or illegal. But what they are doing is yet another version of “sand in the social gearbox.”

Take the germ of a social idea: a video, together with a way for people to “like” it and pass on their likes to others. Now automate it. Va-voom. Instant increases in friends, followers, statistics, etc.

As long as there remains a glimmer of personal connection, the automation of a function, driven to the limits of scale, will drive it further down the road of impersonality.

This is the story of spam. It is the story of customer ‘loyalty,’ as an emotional feeling got re-born as a statistical movement. It is what happened in the mortgage business, as mentioned previously.

It isn’t automation per se that is the villain. It is the substitution of process for interaction; the substitution of transactions for relationships. 

Much of our time is spent designing businesses that are by bots, of bots and for bots. If management equals measurement—the dominant managerial philosophy of the day—then all we need are sensors and calculators. We can manage in our sleep.

And when we can create ‘friends’ in our sleep, on auto-pilot, we are nearly there. He who gains the most friends wins, so everyone tries to gain more friends. The usual end is either a monopoly or scorched earth. Certainly there aren’t many friends left.

Unlike Axel Schultz, I think we’ll evolve an answer. It will have to look like opting out of the mechanical arms race, because Schultz is right about the sand and the gearbox.

RapLeaf: A Tale of Naivete? Or Cynicism?

You may have noticed a bit of a kerfuffle in the press recently around a company called RapLeaf, and their relationship to personal data on the internet. Briefly, they are one of the few data collectors who identify names. 

The Wall Street Journal reported on them under the title “A Web Pioneer Profiles Users by Name.” A later article, "How Rapleaf Mines Data Online" followed shortly.

The response was pretty broad, as thousands of people opted to delete their profiles. Too bad for the venture capitalists who had just sunk money into Rapleaf.   

Rapleaf has responded by saying it has fixed a number of the ‘leaks’ that were sharing Facebook and MySpace user info with advertisers. 

So that’s the mainstream story: another predatory foray into your personal information, this one caught by a vigilant media. But how many more clandestine data-suckers are out there lying in wait?

The Rapleaf Story Behind the Rapleaf Story

That’s the official story. Of course, I wondered what was behind it. Turns out there are at least two levels.

One comes from Eric Goldman, at the Technology and Marketing Law Blog. Eric suggests that his personal data on Rapleaf is less extensive than that on Google and Facebook. He’s more concerned about the sloppy mistakes.

On the other hand is CNNMoney, which reports:

This isn’t the first time Rapleaf has been accused of privacy violations. In 2007, CNET reported that the company operated two other subsidiaries that secretly shared information with one another to create extremely detailed profiles about users — including their social network affiliations. Rapleaf quickly responded by merging all of its businesses under one brand.

Way Behind the RapLeaf Story

You might be wondering why I’m writing about this. Well, in my 21st blogpost (we’re now over 800), I wrote about Rapleaf. This was four years ago, in November 2006. 

At that time, I quoted Rapleaf from their website:

Rapleaf is a portable ratings system for commerce. Buyers, sellers and swappers can rate one another—thereby encouraging more trust and honesty. We hope Rapleaf can make it more profitable to be ethical.

At the time, I suggested this model was a good one to short, as it appeared hopelessly naïve. 

My understanding of his 2006 model (the company was founded in April of that year) was underscored by an article that month in Mercury News, which described Rapleaf as follows:

For now, here’s how it will work: If Auren buys five U2 tickets from Matt for tomorrow’s show for $150, he can go to Rapleaf after the show and say "Matt is good at selling tickets, he sold me five tickets, they were great, and even threw in a free parking pass." Matt then gets an email saying he was rated positively, and which asks him he wants to rate Auren, the buyer. Matt says: "Auren, he wasn’t very courteous."

Rapleaf wants to avoid letting people trash others without cause, and so it is building in community features which allow members to flag things if they appear wrong. For example, Auren or someone else can protest Matt’s rating, and appeal to Rapleaf to take down the negative comment. Rapleaf then relies on the reputation it has already built up about Matt. If Matt doesn’t have a reputation, and he is trashing someone with a good reputation, then Matt doesn’t carry any weight, and the comment is removed.

Naïve to be sure. Sort of sweet, in a four-decades-ago San Francisco kind of way (Rapleaf is also in SF).

But then how did Rapleaf get from everyone-rates-everyone-and-we-all-live-happily-ever-after to a model built on data-scraping?

I have no data myself. But I suspect therein lies a tale of corrupted innocence, of selling out unconsciously, of turning beliefs inside out, not unlike the way the frog supposedly boils to death in slowly increasingly-hot water.

Hmmm… now that I write that paragraph, it sounds surprisingly like the plot line of a currently high-grossing movie out there

TrustedAdvisor Associates Workshops & Events, Fall 2010

Join us this Fall at one or more of our 2010 TrustedAdvisor Associates events in Livingston, NJ and through globally accessed programs and webinars!  Topics include "How Smart Companies Make the Sale," " No Trust, No Team: Building Trust in a Virtual Setting," and the new Trusted Advisor Mastery Program!
 
We hope you’ll be able to attend and  look forward to seeing you!

——————————

Tues. Oct. 26th        Livingston, NJ          Charles H. Green

For Sobel & Co’s 5th Annual Business Symposium for Privately-Owned Companies, Charlie will speak on "How Smart Companies Make the Sale." Presentation 4-6PM, cocktail reception following. Westminister Hotel, 550 West Mount Pleasant Avenue, Livingston, New Jersey. Limited seating, RSVP only to Sally Glick at 973.994.9494 or [email protected]

Mon. Nov. 1st        Global          Charles H. Green & Rick Lepsinger

In conjunction with OnPoint Consulting, Charlie will be hosting a free webinar entitled "No Trust, No Team: Building Trust in a Virtual Setting," with Rick Lepsinger, President of OnPoint Consuting, focusing on virtual team collaboration and effectiveness through trust. 12:00pm EST, 9:00am PST. System requirements: PC based attendees–Windows(r) 7, Vista, XP or 2003 Server. Macintosh(r) based attendees: Mac OS(r) X 10.4.11 (Tiger(r)) or newer. Click here for more information and to register.

Mon. Nov. 15th        Global          Charles H. Green & Stewart Hirsch

We are launching a new program on November 15th! A three-month Trusted Advisor Mastery Program combining e-learning with one-on-one coaching, group learning, and more. Find out more by watching this video: http://bit.ly/a39Q19 and contact Stewart Hirsch, Practice Lead for TAA Coaching at 781.784.5280; [email protected].

Conversations with MBAs

The other night, I had a chance to speak (along with Rich Sternhell and Laura Rittenhouse) with a small, intimate group of about 20 students from Columbia’s Business School. They were a great group, and we all had a delightful time.

One impression stayed with me because it somewhat surprised me. I was struck at what I think was a general skepticism about the level of impact that they, as individuals, could have.

They seemed to feel that the world of business is dominated by systems, analyses, structures, institutions, and that the role of the individual is rather limited.

I do not think this is true, nor did my fellow-oldsters there that evening. So my question is:

a. Were the 3 of us just a trio of old-timers, dinosaurs from the days of white-out (dare I say mimeograph?), oblivious to the encroachment of powers well beyond individual control which have come to shape our business destinies?

or

b. Have these young people become disillusioned, depressed, and generally disinclined to believe in the role of the individual because our MBA programs have stopped teaching managers about managerial decision-making, replacing that with analyses of industry structures and mathematical risk models?

or

c. Is this just how it looks from the front end of a career as an MBA?

Me, no surprise, I’m with option b. But what do you think?

Doing the Right Thing May Be Easier Than You Think

We all know the hard stories of corporate whistleblowers. Sharon Watkins at Enron, Cynthia Cooper at Worldcom, for example. We view such people—quite rightly—as having not just the courage of their convictions, but courage enough to put their social and economic lives at risk for the sake of what they see as right. We all live in a better world because of the risks taken by such people.

Most of us think that such whistleblowers are rare, and perhaps they are. But we also think the cards are stacked against them—that the reason they are so rare is the likelihood of retaliation against someone going up against ‘the system.’

What if that’s not true? What if the risk of doing the right thing is in fact vastly overstated? That virtue is in fact appreciated more than we think? If that’s true, then what excuse do we all have for not doing the right thing more often?

Examples of Ethical Behavior that Evoke Admiration

Twice in the past two weeks I have heard stories that make me think we underestimate the power of good behavior. Briefly:

Story One. I was brought in to manage a main stream of a major contract we had with the government. To my horror, I quickly realized it was over budget, behind schedule, and we were not in a position to attest otherwise. Yet we had a major meeting upcoming at which I would be asked to do just that.

My boss and my boss’s boss had a lot riding on this. The government client had a lot riding on this. It was clear everyone wanted me to sign off and just deal with it, somehow, later. As I entered the headquarters building that day, I had this horrible feeling I was about to lose my job.

The moment came, and I was asked to publicly attest to our progress against milestones. “I simply cannot do that,” I said. “We are not in compliance on a number of those items, and I can’t claim otherwise.” I went home that night prepared to clear out my desk the next day.

But when I went to work the following day, it was as if little had happened. “Good job,” said one superior, “we had no business signing off.” The client appeared relieved too. I later was promoted; we also got more client work. In both cases, this moment was cited as a positive example of my performance.

Story Two. I was a manager of a large client project, which involved a presentation to the client’s Board of Directors. The CEO suggested that if our work turned out a certain way, we would receive a lot of business. I said I could not in good conscience bend the work the way he wanted it.

The next day, in front of the Board, the CEO put me on the spot, saying I was prepared to comment on my findings in a way that would have favored his request. I gulped. I didn’t confront him head on; but I did say that the data and analysis that we had performed unfortunately did not, in fact, support the CEO’s hoped-for outcome, but rather another.

I thought I would be in serious trouble with my boss. Instead, he told me that’s why they hired me in the first place, to stand up to tough situations. A few weeks later, a board member—a director in half a dozen other, larger companies—came to me with invitations to present at those companies. He said he did so because he could read between the lines and knew what I had done.

We Underestimate the Attraction of Ethical Behavior

I have no idea how common these stories are. They could be the exception rather than the rule (though I rather think there are more than we hear about).

The real point, however, is how easily the two organizations fell in behind these two people to support them in doing the right thing. As it turned out, their fears were unfounded. 

This I suspect is true: that we overstate the threat posed by ‘them.’ We overestimate the likelihood that no one would stand behind us, and that there is no support in our organizations for doing the right thing.

I suspect this too is true: that we understate the ability of people to appreciate the obviousness of the right thing. We under-state their hunger and willingness to follow someone who does the right thing, that there is in fact a reservoir of great good will and support.

Believing this doesn’t take anything away from the true courage it takes to be a whistleblower. On the contrary, it may suggest that the truly unethical and anti-social organizations are fewer than we think.

The bigger problem may lie not in unethical leaders, but in managers and future leaders who are too afraid to try on ethical leadership for size.

Where’s your whistle? What are you waiting for?

Trusted Transactions, or Trusted Relationships?

Justice Potter Stewart once remarked, with respect to pornography, that it was virtually impossible to define it, but, "I know it when I see it."

Ditto for trust. It’s both a verb and a noun. Its objects are implied and contextual, as in "I trust my dog with my life–but not with my ham sandwich."

Increasingly, we need to make explicit another dual-meaning of trust. We trust relationships, and we trust transactions.  I trust John—to have my best interests at heart. I trust eBay—to create trustworthy transactions with strangers. It does not follow that I trust an eBay customer to go out on a date with my daughter.

Much of the public dialogue today confuses these two distinctions. Is it Congress that people don’t trust? Or is it members of Congress who themselves are considered untrustworthy? To the average voter, it’s a distinction without a difference. I suspect the inability to tease them apart is itself a source of anger. But if we fail to separate them, we doom ourselves not only to nasty public discourse, but to failed solutions.

Trusted Relationships in the Mortgage Business.

In 1970, the US mortgage industry was still adequately described by the perennial Frank Capra Christmas movie “It’s a Wonderful Life,” with Jimmy Stewart as George Bailey, president of the Bedford Falls Savings & Loan. Bailey (for he and the company were inseparable) made loans to people he knew personally.

The bank’s depositors were Bailey’s friends and neighbors. The depositors were also the borrowers; likewise, the employees. The loans stayed on the S&L’s books, presumably to term. Those who took out mortgages had no intention of doing anything other than paying them off, with burn-the-mortgage parties at the end.  No moral hazard here.

This was relationship trust. The strength lay in personal ties, cemented over time. A man’s word was his bond, and anyway you knew where he lived. His reputation was everything, at least until it wasn’t. Relationship trust served business and society well.

But relationship trust was about the only kind we had, and it had its limits.

Transactional trust in George Bailey’s world was shallow and fragile indeed. The S&L was at risk of being forced out of business by a single competitor, the evil Mr. Potter. It was at risk of the low-tech deposit processes of Uncle Billy. Most importantly, it was at risk of a bank run. It was a good thing George Bailey worked the relationship trust game well, for he had precious little else to depend on.

Trusted Transactions in the Mortgage Business.

In 1995, Dwight Crane, Robert C. Merton and others published The Global Financial System: a Functional Perspective. A masterpiece of what sociologists knew as “functionalism,” this book laid out the case for transactional trust, viewing the mortgage business as one part of a complex and, ideally, integrated financial system.

In the chapter on mortgages, they ran down the characteristics of a system you could trust. It would have markets—markets for deposits, markets for mortgages, markets for loan originations. The book listed the costs of not having a systemically integrated system: risk of meltdowns, differential pricing within very narrow geographic regions, low liquidity, gross inefficiencies.

In short, George Bailey’s relationship-driven-trust was too risky, too costly, too uncreative and too unresponsive. Above all, it was too expensive. Consumers–the would-be purchasers of mortgages—were subjected to higher prices than necessary, driving up the cost of home ownership, and therefore driving down the economic livelihood of those seeking the American dream. 

You simply could not trust such a system, the good professors opined.  “It’s a Wonderful Life” was now half a century old. George Bailey was quaint. No one noticed that only one year before the 1995 book, contributor Robert C. Merton became a Board Member of a little hedge fund called Long-Term Capital Management L.P.  

In business, Progress was synonymous with all these terms: systemic, low-cost, efficient, market-based, liquidity. No one was about to cast doubt on the important and positive nature of all these terms.  The academics and wunderkind of Wall Street were creating institutions you could trust.

The new trust was almost entirely cast in terms of systems and transactions. Transactions replaced relationships. Where markets couldn’t handle the job, models could.

In a few short decades, the “trust” pendulum swung from a man’s word to the solidity of a system. We went from high personal trust to high systemic trust–each extreme without the moderating influence of the other.

We Need Rich Trust.

The transactional revolution in mortgage banking indeed delivered on most of its systemic promises. Markets were established, costs were lowered, liquidity was raised. But it all, as we know, ended very badly.

The confusion over trust went way beyond semantic. Alan Greenspan himself in 2008 famously said:

"I made a mistake in presuming that the self-interests of organizations, specifically banks and others, were such that they were best capable of protecting their own shareholders and their equity in the firms."

In other words, Greenspan thought that transactional trust would have the same sort of reputational bias that relationship trust had. He was, sadly for all of us, mistaken. 

Transactional trust absent relationship trust had its own internal seeds of destruction. The absence of long-term relationships was crystallized in the Wall Street acronym IBGYBG—I’ll be gone, you’ll be gone, let’s do the deal. Just as personal trust doesn’t scale easily, so transactional trust doesn’t easily foster ethical behavior.  

George Bailey wasn’t wrong, he just had no system. The professors weren’t wrong, they just assumed relationships. The truth is: we can’t afford just one form of trust or another, we need a rich mixture of both.

Well Beyond Mortgages.

The mortgage industry is but one example. As recently described in a New Yorker article on the US Senate’s inability to develop energy legislation, the political process has become as ugly and dysfunctional as anything involving collateralized mortgages. Lifetime politicians are continually compromising principles and relationships for another shot at enhancing their power.

Yet they are not wholly to blame. They are caught up in a system which insists on money and soundbites, with ever shortening cycles of time. The press, caught in its own compressed cycle, competes with reality TV and blogs to capture the public’s insatiable desire for more intensity, faster. The Shirley Sherrod case—a grievous rush to judgment for the sake of ratings—dramatically showed how compromised the press has become. And another case—a Bloomberg news reporter’s bizarre attack on Prudential—shows how blasé we’ve become about it.

And the electorate, reflecting it all, ends up exerting single-issue us-vs-them pressure on its own.

———– 

The polls are basically right: we do have a crisis of trust. But what crisis? It is not just a failure of morality. We cannot fix it solely by getting back to ‘family values,’ or seeking out leaders of impeccable morality. Those are, in fact, necessary conditions, but they’re not sufficient.

On the other hand, those who insist that the system is sound, it just needs tweaking, are dead wrong as well. This is not a matter of incentives needing adjustment. This is not a matter solely of transparency in markets. Those too are necessary conditions—but not sufficient.

We live in an interconnected world: transactional trust is critical for us to do live a life built on global commerce without it. 

At the same time, there is no social structure or business process that can work without humans. There is no lock that can’t be picked, no code that can’t be broken. There is no inhuman system that can’t be perverted by humans. 

Trusted transactions? Or trusted relationships? Yes. We need ‘em both.   

How to Convince Your Boss You’re Right

Your boss gives you an important job to do. You are good for the job, you know what you’re doing, and you’re clear about the right answer. And then–your boss won’t go along with it. 

Worse, you’re really qualified to make this judgment call. And your boss’s logic is goofy. His/Her reason boils down to ‘we’ve always done it that way,’ or ‘just do it by the book,’ or maybe just personal preference. Your boss won’t listen, just digs in his/her heels.   

And it’s getting really irritating.

What can you do to convince your boss you’re right?

Surprise surprise, there is no guarantee.   But you can dramatically improve the odds. Here’s how.

Convincing Starts with Right Thinking

You start by getting really clear on two ideas—in your own head.

Idea 1. You are not the boss of your boss.   Your boss is the boss of you. So if it ever really comes down solely to who’s got the power, you can hang it up. 

Deal with that.

Idea 2. You will rarely convince anyone—particularly your boss—that you are right, as long as that equates to convincing them that they are wrong. If “I’m right” rhymes with “you’re wrong,” you can also hang it up.

Are we clear? 

If so, then you’ve figured out that “How do I convince my boss that I’m right?” is entirely, 100%, the wrong question. Really—completely wrong. If you got sucked in by the title of this blog, then you have to do some re-defining of your objectives—right now.

Think about it. If your objective involves “I’m right” then you’ve got an ego problem. I mean, why is this all about you? If you’re a serious team member, shouldn’t the question be “what’s the right answer” rather than “who’s got the right answer?”

And if your objective involves “convincing someone else” then you’ve got a control problem. I mean, why should you assume the issue is one of changing someone else to think like you, rather than of creating new joint collaborative thinking?

Redefine “Convincing Your Boss”

Imagine—even though it’s extremely unlikely—that, just for the sake of argument—your answer isn’t fully perfect. And imagine, though equally unlikely, that you actually could convince your boss of the correctness of your flawed recommendation. That would not be the optimal ending, would it?

That’s one small reason for you to engage in a dialogue, rather than a wrestling match. But here’s a much bigger reason.

The Paradox of Influence

It turns out, one of the best ways to convince someone is to listen to them first. That’s the gist of what a world expert on influence, Dr. Robert Cialdini, has to tell us. If you listen to someone first, the tendency of humans is usually to reciprocate—which means, to then listen to you.

But this reciprocal listening must have a genuine quality about it. It can’t be just, ‘OK I’ll let you blab for a while as the price for letting me give my pitch, so let me just grit my teeth, OK off you go…”

It actually has to be a genuine act of respect. It has to come from true curiosity, not from a kit-bag of carefully pre-designed questions. You actually have to, for lack of a better word, care.

To Convince Your Boss, First Give Up on Convincing Your Boss

If you want to increase the odds of convincing your boss, first—give it up. Completely. Give up on the objective of ‘convincing your boss.’

In its place, commit yourself to an attitude of curiosity. Go ask your boss:

Boss, I know we’ve been cross-wise on this one. And you know what, I have to admit, I could, of course, be wrong. And if so, I probably don’t even understand how I’m wrong. So please, do me a favor. 

I would really appreciate it if you’d tell me all about how you see this issue—from start to finish. I want to completely understand how you come at it, and how you came to see it that way. I am truly curious, and want to know.

And that’s it. If all we do here today is help me learn from you how to think about this, it will have been a great day. Period.

Then listen. And plan to say ‘thanks,’ and walk away. 

Yes, walk away. 

Because if your boss has any interest in discussing your point of view, (s)he will ask you about it at this point. And if they don’t have any interest, go see Ideas 1 and 2 at the outset of this article, the part where it says they’re your boss, not vice versa.

Here’s the paradox. Assuming your idea really was pretty good, going through this process will considerably increase the odds of it being accepted by your boss. But only—only—if you are willing to completely give up your objective of bending another person’s will to the force of yours.

If you’re willing to give it up, you’ll increase the odds of getting it to happen.  The secret is: It’s not about you.

TrustedAdvisor Associates Workshops & Events, Fall 2010

Join us this Fall at one or more of our 2010 TrustedAdvisor Associates events in Livingston, NJ and through globally accessed webinars!  Topics include "How Smart Companies Make the Sale" and " No Trust, No Team: Building Trust in a Virtual Setting."
 
We hope you’ll be able to attend and  look forward to seeing you!

——————————

Tues. Oct. 26th        Livingston, NJ          Charles H. Green

For Sobel & Co’s 5th Annual Business Symposium for Privately-Owned Companies, Charlie will speak on "How Smart Companies Make the Sale." Presentation 4-6PM, cocktail reception following. Westminister Hotel, 550 West Mount Pleasant Avenue, Livingston, New Jersey. Limited seating, RSVP only to Sally Glick at 973.994.9494 or [email protected]

Wed. Nov. 1st        Global          Charles H. Green & Rick Lepsinger

In conjunction with OnPoint Consulting, Charlie will be hosting a free webinar entitled "No Trust, No Team: Building Trust in a Virtual Setting," with Rick Lepsinger, President of OnPoint Consuting, focusing on virtual team collaboration and effectiveness through trust. 12:00pm EST, 9:00am PST. System requirements: PC based attendees–Windows(r) 7, Vista, XP or 2003 Server. Macintosh(r) based attendees: Mac OS(r) X 10.4.11 (Tiger(r)) or newer. Click here for more information and to register.


Building Trust in Virtual Teams: Real Challenges and Solutions

“I could look him in the eye.” “We do deals on a handshake.” “She has an honest face; I trusted her from the get-go.”

When we’re working or dealing with other people face-to-face, we send and receive all kinds of clues and indicators that help us assess trustworthiness, and by which we can show others they can trust us. Casual interactions, tone of voice and body language, small daily experiences all contribute to building trust. Face to face is high-bandwidth trust time.

This all changes, however, when we’re part of teams or work groups scattered across the globe – virtual teams (real people, real teams, but working together virtually instead of sitting in a conference room to brainstorm or peering over the cubicle walls to ask a question.) And with so much of the world now working in virtual teams building trust among the members of a team who don’t look one another in the eye or share coffee every morning is a challenge.

Collaborating

When we work in virtual teams, it’s all too easy to forget that we are in fact working with real people who just happen to be 15—or 15,000—miles away, and trust in the relationship takes a beating. Yet trust is paramount to collaboration, to getting things done, and to relying on those who we don’t see every day and can’t look in the eye. If we can maintain some of those high-bandwidth characteristics, we all benefit immeasurably.

The Trust Quotient

Casual readers of this column know that our way of thinking about building trust revolves around the Trust Equation, and the associated Trust Quotient Assessment which break down trust-building into the four components of Credibility, Reliability, Intimacy and Self-Orientation. 

Looking at virtual teams through these lenses, we can suggest some very specific behaviors which help to build trust, and further collaboration:

CREDIBILITY: When the virtual team is first assembled, go beyond the usual jargon-laden introductions [“I’m Jane Smith, a SR PM in the RV Division.”] and ask each team member to say something about what they bring to the group, and what they hope the project outcomes will be. We believe in people whom we know something about; if all we know are resume headlines, we don’t assign them great credibility.

RELIABILITY: Every time you turn in a piece of work, refer back to the master schedule and how your piece relates. If there isn’t a master schedule, take the responsibility of creating one. Despite the truism that trust takes time, this is the only component of trust that truly does require multiple experiences; this is how you create them.

INTIMACY: When someone starts a call with: “So, how was everyone’s weekend?” really share something: “We had so much fun; my 5 year old daughter is playing T-ball and the girls were hilarious whacking at the ball and running around the bases.” We trust those who are willing to take the small risk of revealing something about themselves; encourage it, especially by role-modeling it.

SELF-ORIENTATION: On a conference call with the group, stop multi-tasking, no matter how tempting, and really listen as each person speaks. Don’t do email, turn off the cell phone, face a non-moving vista.  Do whatever it is that you do to actually pay attention.

More about Virtual Teams: An Invitation

Key research in this area has been done by Onpoint Consulting, and we earlier talked about some of the six competencies and 24 behaviors they found in the most effective dispersed teams and leaders. We’ve teamed up with Onpoint to invite you to a free webinar on November 1 at 12:00PM ET, 9:00AM PT  where Charlie Green, CEO of Trusted Advisor Associates LLC and Rick Lepsinger, President of Onpoint Consulting and co-author of the new book Virtual Team Success will talk in depth about trust and virtual teams.