I love the trust vs performance analogy. Performance is important (no margin, no mission), but it cannot be at the expense of trust, which is simply a combination of competence and character or high virtues. If performance is achieved yet trust is low, it may work in the short-term term, but it won't be sustainable in the long-term.
I never was the high performer of the teams that I worked with but I've always heard from my peers that I somehow helped them in their development. Thank you Simon for your insight.
Absolutely agree, about behaviour rewarding. Because consequence motivates the behaviour. That’s one of the ways to train and raise required ethical and professional behaviour. If you reward the right actions, you shape the right attitude and way of thinking.
Thank you, SImon, for this wonderful highly relatable story. I have personal experience running a company where talented performers brought toxicity to the workplace, and ultimately, we had to separate them from the organization. If I had seen this video sooner, it might have made it easier to pull the trigger earlier.
Companies get the incentive they support - The problem is the moment when they realise that what they got/supported does not match what they actually wanted to see. Usually the worker is blamed for such a failure.
I have encountered a handful of very intelligent, visionary, high performing individuals that were absolutely toxic. If by some miracle there is a manager/executive that can keep such a person on a leash they can still be an asset. That is a giant IF however and they will almost inevitably cause more trouble than their worth. For a broader team - I've found that as a leader, fostering an environment of transparency, honesty and trust makes the work far more enjoyable AND generates the positive business outcomes a metrics driven organization cares about.
Appreciate your opinion, while as a businessman you know that most companies need high performance employees, for sure. How they can achieve the goal if the dont have the champion? Therefore equip the high performers to find balance between number and values snd other things that necessary for both sides.
I totally agree that values matter more than performance. But how do you measure values - like for example some people might demonstrate values - when there is manager around and then do whatever they want when nobody is watching their work?
Trust is an ace value. It even gives meaning to performance. With trust performance peak without trust performance is frustrated and plummets. Want to frustrate a high performer shake his trust in you or himself. You can always make up for performance where theres trust for people can always work out lapses. Don’t blame performer for low trust. Find out why trust is low. Motivate for improved trust or discharge when lack of trustworthiness is a behavioral pattern.
Most people dont like to work too hard. And they dont like to be in the company of people (leaders) who work harder then anyone,because it makes them feel bad about themselves and it exhausts them. Todays people work far less then the people of ancient times did. Its just the way society has developed. We have created technologies that enable humans to do more work with far less effort or little work as possible without any effort. Hard workers are an endangered species in the western world.
Companies couldn’t or would refuse to pay us for our values! Even $50 isn’t worth my skill set and all the hard work with the dedicated time to achieve that level of success. Thats why I work for myself haha 🤣
Totally agree with you Simon, unfortunately so many companies value and praise only performance, trust is not even a metric.
I love the trust vs performance analogy. Performance is important (no margin, no mission), but it cannot be at the expense of trust, which is simply a combination of competence and character or high virtues. If performance is achieved yet trust is low, it may work in the short-term term, but it won't be sustainable in the long-term.
I never was the high performer of the teams that I worked with but I've always heard from my peers that I somehow helped them in their development. Thank you Simon for your insight.
I hope you manage to stay the same. Be yourself, always. What they see in you is a true mentor.
@@artursmenezes thank you for your kind words.
@elizabethshedd1017 yes, you're right. Bigger the ego, bigger the fall. I believe that we are here to serve others. Thank you for your comment.
Trust in your team, and your team will trust in you.💡
I just like hearing Simon talk, literally. He's saying stuff worth hearing, and relaxing me at the same time.
Absolutely agree, about behaviour rewarding. Because consequence motivates the behaviour. That’s one of the ways to train and raise required ethical and professional behaviour. If you reward the right actions, you shape the right attitude and way of thinking.
Thank you, SImon, for this wonderful highly relatable story. I have personal experience running a company where talented performers brought toxicity to the workplace, and ultimately, we had to separate them from the organization. If I had seen this video sooner, it might have made it easier to pull the trigger earlier.
Love listening to you Simon!!! ❤
Companies get the incentive they support - The problem is the moment when they realise that what they got/supported does not match what they actually wanted to see. Usually the worker is blamed for such a failure.
You get the behaviour you reward ....Thank you Sir
I have encountered a handful of very intelligent, visionary, high performing individuals that were absolutely toxic. If by some miracle there is a manager/executive that can keep such a person on a leash they can still be an asset. That is a giant IF however and they will almost inevitably cause more trouble than their worth.
For a broader team - I've found that as a leader, fostering an environment of transparency, honesty and trust makes the work far more enjoyable AND generates the positive business outcomes a metrics driven organization cares about.
That is actually really greatly said!
Thank you Simon!
Important point! Organizations need to remember that values and trust drive genuine and lasting success.
I really wish to work for Simon and contribute to his mission through my work!
He's an incredible leader and person as a friend!😀
Appreciate your opinion, while as a businessman you know that most companies need high performance employees, for sure.
How they can achieve the goal if the dont have the champion?
Therefore equip the high performers to find balance between number and values snd other things that necessary for both sides.
I totally agree that values matter more than performance. But how do you measure values - like for example some people might demonstrate values - when there is manager around and then do whatever they want when nobody is watching their work?
Trust is an ace value. It even gives meaning to performance. With trust performance peak without trust performance is frustrated and plummets. Want to frustrate a high performer shake his trust in you or himself. You can always make up for performance where theres trust for people can always work out lapses. Don’t blame performer for low trust. Find out why trust is low. Motivate for improved trust or discharge when lack of trustworthiness is a behavioral pattern.
Amazing.... And we wonder why people lack moral values...
The uncomfortable silence of the room...that did not seem to be a receptive audience.
Most people dont like to work too hard.
And they dont like to be in the company of people (leaders) who work harder then anyone,because it makes them feel bad about themselves and it exhausts them.
Todays people work far less then the people of ancient times did.
Its just the way society has developed.
We have created technologies that enable humans to do more work with far less effort or little work as possible without any effort.
Hard workers are an endangered species in the western world.
Trust your Team...
05:21 ❤
Sir give a video on books recommendation
Basically everything from Adam Grant and Daniel Kahnemann is worth a recommendation
💯💯💯
Companies couldn’t or would refuse to pay us for our values! Even $50 isn’t worth my skill set and all the hard work with the dedicated time to achieve that level of success. Thats why I work for myself haha 🤣
1:02 Or Boeing
،doctor simon iam trust you will our world
🤯🤯🤯
Identifying the a-hole isn’t necessarily means to identify persons of low trust
True
Why. Whats
Why are poor people an economy?..?👏😂
either you had a stroke or something is wrong with the audio