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Trust

Don’t Underestimate Recognition; It Keeps Your Culture’s “Well” Full

Quint Studer
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“I receive recognition for performance” is a common question on employee engagement surveys. In building a culture of trust, it is a top–five item. This is an area I have spent a large amount of time thinking about, writing about, and presenting on. In college, I was introduced to the work of Marc Gold. During the late 1960s, he formulated a way to help people with significant disabilities learn complex tasks. He called it “Try…
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The “Trust Trilogy”: Three Employee Engagement Survey Questions That Help Measure Trust

The “Trust Trilogy”: Three Employee Engagement Survey Questions That Help Measure Trust

Quint Studer
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The Human Margin: Building the Foundations of Trust is a book written by Katherine A. Meese, PhD, and me. Why did we author this book? The research studied by Dr. Meese shows the significant impact trust has on organizational performance. When trust is high, there is better employee retention. Better employee retention leads to better results across the board. As Dr. Meese and I have presented on this topic, it is gratifying to show organizations that…
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Positioning Others in a Positive Light Makes a Difference

Quint Studer
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Last week’s column covered suggestions on how to not create a we/they culture. Today’s column is about the power a person has when he or she positions individuals and the organization in a positive way. I am focusing lots of time on helping organizations build trust in senior leaders. In my work, I share that a new employee’s coworkers hold the early key to trust. In the new employee orientation, the person hears about the mission and…
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We/They Communication: When It Works and When It Does Not

Quint Studer
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There is a place for we/they communication, but it’s not in the business world. We/they motivates individuals and groups when there are two sides to the equation. It is commonplace in politics and sports. A coach may use comments from the other team to motivate their team and win the game. A politician may use we/they positioning to get out the vote. However, inside an organization where everyone is on the same team, it is…
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Silence Is Support…and Other Truths Learned From Life | Healthcare Plus Solutions Group

Silence Is Support…and Other Truths Learned From Life

Quint Studer
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My writings come from life experiences. As I reflect on my recent experiences in the field, here are a few items that come to mind. Silence can be interpreted as support or agreement. At times, that is correct, but not always. A person may say to their coworkers, “We never know what is going on around here.” While the coworkers may feel that statement is not accurate, they remain silent. The person then believes the others…
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Four Trust-Busting Mistakes to Avoid

Four Trust-Busting Mistakes to Avoid

Quint Studer
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Hopefully, our series of posts on creating cultures of trust has been helpful for you. Over the past couple of months, we’ve focused on some powerful trust building tactics. While I prefer sticking to the positive, it is important to acknowledge the “misses” as well as the wins. That’s why I’m sharing a few stumbling blocks to avoid: Not maximizing your onboarding system. By reassuring new employees that you’re here to help them through the…
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10 Encouraging Signs You're Creating a Culture of Trust

10 Encouraging Signs You’re Creating a Culture of Trust

Quint Studer
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Building trust between leaders and employees (and vice versa) is an ongoing effort. Like all culture change, it doesn’t happen overnight. The work of trust building never “done.” Once earned, trust needs to be nurtured daily. However, there are encouraging signs that you’re on the right track. Here are some of the most noticeable: There’s a sense of belonging and camaraderie. People are welcoming to new hires. Coworker relationships seem friendly and people want to…
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Three Powerhouse Trust Builders to Consider

Three Powerhouse Trust Builders to Consider

Quint Studer
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I’ve been diving deep into research on trust lately. When trust is present in an organization great things happen. There’s less anxiety. There’s more comfort in sharing concerns. This leads to people more freely sharing suggestions on how to make things better and staff are more likely to stay. Trust takes a long time to build and a short time to lose. Lots of factors are involved. In fact, there’s so much to say that Dr. Katherine…
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A Quick Technique for Building Trust with Employees

A Quick Technique for Building Trust with Employees

Quint Studer
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In thriving healthcare organizations, trusting relationships are a foundational piece of the culture. Trust is mutual: we tend to trust people who also trust us. That’s why one of the best ways for leaders to build trust is to show trust. Here is an action that demonstrates trust: When working on a problem, ask employees for help. Share a situation or a challenge and ask employees “What do you think?” Some people will need more time. Ask them to think about the…
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Asking versus telling builds trust.

Asking versus telling builds trust.

Quint Studer
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Looking to spark a trust-building conversation with someone you lead? Start with a question. Asking (not telling) builds rapport, fosters psychological safety, and makes people feel heard and valued. It’s a great way to show them you care about their thoughts and ideas. In the book I wrote in collaboration with Dr. Katherine Meese–The Human Margin: Building the Foundations of Trust—we share a list of trust-building questions leaders can ask during rounding and at other…
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