For organizations whose competitive edge depends on speed to market and worker productivity, the hidden costs of low-trust work environments can rob them of their competitive advantage and credibility. Low trust issues like bureaucracy, politics, redundancy, and high turnover rates can negate speed-to market advantages and bring productivity to a screeching halt. As Stephen M. R. Covey writes, “The serious practical impact of the economics of trust is that…we are paying a hidden low-trust tax right off the top—and we don’t even know it!”
Turn hidden low-trust taxes into dividends. Long dismissed as a moral or “soft” issue, trust is now recognized for its power to increase speed and reduce operating costs, which drives profits up. Inspiring Trust teaches those in leadership positions why building a high-trust work environment must be as essential as any other measurable economic goal of the organization.
Leaders learn that trust begins with them. They leave with a renewed commitment to become more credible and to extend trust to others. They’ll learn to do the real work of identifying and closing the trust gaps that exist in their organizations.
As a path to a new culture is forged, organizations will reap immediate as well as long-term high-trust dividends in the form of: