Profiles International provides a peek into the best practices of highly productive companies in
Aspiring to the Standards of “American’s Most Productive Companies.” When it comes to people processes, the practices are not surprising to those of us who are familiar with sound performance management since they are based on relationship building, support and open communication. Specifically, the practices relate to clearly communicating business goals, dealing with poor performance, developing managers, making the best use of human resources, investing in learning and encouraging innovation.
To carry out these practices effectively, there must be a basis of trust. Trust is certainly something that corporations are taking a closer look at for their marketing strategies says
BusinessWeek. Yet, trusting relationships with customers cannot exist without similar relationships within an organization.
Edelman unveils the results of a survey of “1,675 opinion leaders in six of the world’s largest markets.” The findings demonstrate that transparency, delivery of quality products, fair treatment and frequent, honest communication are key factors to building trust.
Just as Jason Jennings describes winning CEO’s in his book
Hit the Ground Running , "They’re all bright bulbs on the string but what differentiates them from their peers is their authenticity, humility, their determination to never make a decision without contemplating it’s long term consequences and their genuine affection for their workers, customers, vendors and suppliers and shareholders.” Similarly, managers who reflect these values build trusting relationships with their direct reports.
References:
Edelman. “2009 Special Midyear Trust Survey”
Edelman trustbarometer [www.edelman.com]. August 3, 2009.
Kiley, David and Burt Helm. “The Great Trust Offensive”
BusinessWeek [www.businessweek.com]. September 17, 2009.
Profiles International. “Aspiring to the Standards of “America’s Most Productive Companies” [www.profilesinternational.com]. 2009.
