Are You Eroding Trust in Your Organizational Culture?

Are You Eroding Trust in Your Organizational Culture?

Organizational Culture Bali

At the Tana Lot Temple in South Bali, erosion has made it way through the volcanic stone leaving caves and holes. Trust in organizational culture, a team, or a relationship can also be eroded…

Little by little, Blame and the “I’m Right” attitude erodes the foundations of a personal sense of value and STOPS people from taking risks related to innovation and from being proactive in solving problems… Trust is slowly eaten away in the name of “Accountability” and “Efficiency” yet has poor long term results… when trust is eroded, so is passion, when passion is eroded so is proactive action and people become underachievers wasting time and effort defeating the entire purpose of “Accountability” and “Efficiency”. The Solution: Fail Intelligently… Watch this video for a few insights on the erosion of trust and how it affects your organizational culture and even your personal relationships…

…Then look below the video to see the 3 steps to Failing Intelligently to develop and nurture trust in organizational culture 


Failing Intelligently

  • Ask if they are aware of consequences of action/inaction – sometimes people are NOT aware

  • Ask them for immediate solutions to overcoming situation or consequences – many people will tell you they do not know… DO NOT accept this answer, tell them you understand they don’t know and ask “What if You Did Know, What would you do?” You may need to ask this a few times before they figure out you will not give them the answer… then they will remove the peanut-butter from their brain and actually give you the answer… or at least a place to start, then use questions to refine Their Solution. When They own the solution the attitude and dynamic support growth and proactive competence.

  • Ask what they can do in the future to prevent a similar situation – after they have done step 2, this is easy… and it supports them to take on a leadership role.


Please also check out the, How an Aquarium is like Organizational Culture Article and the How to Develop Team Culture article.

8 thoughts on “Are You Eroding Trust in Your Organizational Culture?

  1. culture culprit

    A motivating discussion is definitely worth comment. There’s no doubt that that you should write more on trust and motivation and organizational culture. Many thanks!!

  2. I’m thinking about creating my own company and i know that trust and organizational culture are important, but I’m not sure where to start. Do you have any ideas or suggestions? Appreciate it

  3. Thank you a bunch for sharing this Arthur Carmazzi with all folks! you really recognize what you are speaking approximately! Bookmarked.

  4. I have read so many articles concerning the leadership development, leadership training and organizational culture except this piece of writing is truly a good piece of writing, keep it up Arthur Carmazzi!

  5. This blog was… how do I say it? Relevant!! Finally, I have found something that helped me on leadership training. Thanks, Arthur Carmazzi!

  6. There are several continuums that help define an organization’s culture. Is the organization driven by results and achievement, or relationships and people? Does the organization have an internal focus, or an external focus? Is the organization adaptive and flexible, or is it structured and stable?

  7. Organizational Culture knows that teams are the lifeblood of how work gets done. And, it’s understood that highly effective teams where trust abounds produce greater results, higher morale and retain talent for the future. I am amazed once again Sir Arthur Carmazzi!

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