Without trustworthy leadership, there is no engagement, without engagement there is no innovation, without innovation, there is no advancement, without advancement, the organization dies.
Leadership, since the 70s, has marched us slowly, and consistently into a trust crisis. I believe this crisis is just the pain we need to move us up and out of the current chaotic, uncaring and destructive business atmosphere.
From the 2017 Edleman global trust barometer research: To rebuild trust and restore faith in the system, institutions must step outside of their traditional roles and work toward a new, more integrated operating model that puts people — and the addressing of their fears — at the center of everything they do. – See more at: http://www.edelman.com/trust2017/#sthash.kUrEGR9g.dpuf
According to 2017 TRUST research results, people believe that two things, integrity, and engagement drive trust building in organizations. Individuals surveyed rated both of these categories at 56%, meaning they believe that 56% of trust between employees and leaders is dependent upon leadership and the organization intentionally and consistently demonstrating integrity (ethical, transparent, behavior) and engagement (treats employees well, listens, places people before profits, communicates honestly). However, those surveyed also stated that leaders and the organizations only perform well on these two elements of trust at a confidence level of 39%.
Meaning there is a trust crisis, fueled by an ongoing leadership crisis, that can only be reversed when leaders and organizations decide to listen to employees, pay, treat, communicate to them fairly, and begin using and elevating their skill set, especially in terms of relationship building (honesty, integrity, transparency, empathy, putting people first).
This also means leadership, if it is to be trusted, needs to put purpose, core values, and long-term vision first, and have these trust qualities replace the four decades of emphasis on greed, shareholder value, and personal wealth building.
Why is this important? Because almost 75% of employees are disengaged at work, so if you want to be more profitable, be more innovative, be more competitive, then you MUST engage your people, which means they must trust you, which means leadership must be defined by their trust characteristics and not their currency charisma.
Trust building is fueled by the heart, by emotion, by listening, and by accountability, all aspects of spiritual intelligence and heart-centric leadership. This is the new way to lead, the more human way to lead, a step up from the short-term, charismatic, cognitive style of leadership, that cared less about people, and saw them only as numbers on a spreadsheet to be added or removed to shift balance sheets in their favor.
What is spiritual intelligence, it is the ability to view and consider the world from a perspective outside of yourself, and it is the understanding that we are here to serve a purpose greater than ourselves and to take action in support of this insight. It is the ability to connect with a higher purpose, being, or power as a means of communicating long-term vision that elevates humanity and empowers people to step into their brilliance. When leadership becomes self-aware, then they can become organizationally aware, and really drive performance, engagement, and profits, and not for the few, and the short-term, but for the long-term and for the many.