Henryk Krajewski
Appearances
Redefiners
Leadership Lounge: How to Build Trust and Transform Executive Team Performance
there are many different models of trust but they all cohere around four basic ideas one being reliable that is showing up taking action being on time two being accepting and empathetic to others views that is really caring three being open to ideas and not close-minded and four being consistent in what you say and what you do
Redefiners
Leadership Lounge: How to Build Trust and Transform Executive Team Performance
Thank you.
Redefiners
Leadership Lounge: How to Build Trust and Transform Executive Team Performance
I'd say the single most overlooked factor in getting a new CEO up to speed quickly is demonstrating vulnerability. And in my experience working with dozens and dozens of CEOs over the last 20 years, this is the area that is most difficult for new CEOs to get comfortable with. As one client recently told me, Henrik, why would I start my tenure saying what I didn't know, what I'm bad at?
Redefiners
Leadership Lounge: How to Build Trust and Transform Executive Team Performance
Wouldn't that affect people's confidence in me? And the answer is no. Imagine who you gravitate to more. Someone who has all the answers, sits on high and never seems to have a down moment. or someone like the rest of us who is sometimes uncertain, sometimes wrong, and sometimes needs help.
Redefiners
Leadership Lounge: How to Build Trust and Transform Executive Team Performance
The fact is vulnerability is the root of charisma, and true confidence is really knowing oneself and having enough value to state what you're good at and what you're bad at. Employees ultimately will run through walls for a leader like that.
Redefiners
Leadership Lounge: How to Build Trust and Transform Executive Team Performance
Number one rule, go first. And in our experience, that's hard to get people to do. Usually there's been an offence and people are extremely hesitant to go first when they feel like they're owed something. But somebody needs to go first. And believe me, we encourage leaders to be the person with the courage and conviction to do so. How to start?
Redefiners
Leadership Lounge: How to Build Trust and Transform Executive Team Performance
We would say acknowledge the breach directly and specifically. Name exactly what happened and don't minimize your role in it. A team we're working with right now has something they call the 1% rule. Even if the incident is all the other person's fault, the reality is you can find at least 1% and probably more that falls on you. Owning this 1% is critical to starting the healing dialogue.
Redefiners
Leadership Lounge: How to Build Trust and Transform Executive Team Performance
Great. Happy to be here. Thank you.