1. ENGAGING STAFF DURING
TIMES OF CHANGE
2013 Annual Training Conference
Dr. Monica Scamardo
monica@variateconsulting.com

3. Millennials
• desire immediate feedback
• prefer the instant gratification of texting to the slow
response of email
• prefer casual attire at work
• want more flexibility with scheduling and work location
• value the nature and importance of the work over the
pay and benefits
• want to be involved in strategy and not only in
executing it
From Dan Schawbel

4. Results
Accountability
Commitment
Crucial Communications
Trust
Relationship Between Change, Trust & Results
Lencioni, 2002

6. “Trust is the willingness of one to be vulnerable
to the actions of another whose behavior and
actions they cannot control.”
--Academy of Management

7. Components of Trust
Competence
Benevolence
Character
Resource: Mayer, Davis & Schrooman, 1995

8. Results of Trust in the Leader
organizational
productivity
job satisfaction high performance
collaborative
teams
positive opinions
of leader
innovative
behavior
crucial
communications
achieved goals organizational
alignment

9. Circumstantial Reasons for Trust
• Sense of control/influence
• Perceived similarity
• Consistency
• Expectations met
• Understand motives behind actions

11. What are the
3 causes of distrust
in organizations & teams?

12. Change
Uncertainty
Inconsistency

13. Results of Low Trust
suspiciousness
turnover presenteeism
marginal work lack of
communication
time wasted
increased
operating costs
gossip fear

15. Best Practices for Building Trust
Make & Keep Commitments
Explain decisions & direction
Give Recognition
Get Results
Seek & Implement Feedback
Sever Grapevine
Be Visible
Use Empathy
Acknowledge Errors
Engage in Crucial Communications

16. Every
interaction
with every
person
creates the
opportunity
for
trust
or for
distrust.
creates the
opportunity
for
trust
or for
distrust.
creates the
opportunity
for
trust
or for
distrust.
Dr. Monica Scamardo
www.variateconsulting.com
512.914.6484