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What I’ve found works best is when an organization’s leaders make it clear that they would prefer everyone to acknowledge when they honestly can’t meet their commitments and people who revoke commitments will not be punished. If someone has to revoke commitments often it can be an indication they need help. It may be that they are afraid they’ll be seen as someone who can’t deliver, they are chronically unrealistic about what they can do, or something in the organization’s systems or culture is getting in their way. But this can be a good opportunity to address the problem and correct it.
The Thin Book of Trust
Charles Feltman and Sue Annis Hammond
As a leader, you need to develop a very few values that you will absolutely live by and then repeat them every chance you get.
The Integrity Dividend
Tony Simons
customer satisfaction ratings rise • supervisors and managers enjoy their work more Ultimately, employees state that going to work in an environment where there is a sense of appreciation for what they contribute is more satisfying and enjoyable than doing the same tasks (for the same money) and not feeling valued by those with whom they work. We feel proud and thankful to be able to have a positive effect on so many.
The 5 Languages of Appreciation in the Workplace
Gary Chapman, Paul White
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