Last week when we were talking about the four pillars of trust I told a short story about one of those pillars – competency – and how people will judge your competency based on your ability to solve the problems THEY see, not solving a problem that you see.
The post generated some conversation so I decided to turn it into a mini-series on trust and this week we’re talking pillar two: disclosure.
But I’m not going to simply tell you to be honest and forthright…
Instead I’m going to share with you a framework that I’ve used to build trust through disclosure as an organisation. It’s hard-won. There was some serious blood sweat and tears went into my first transformation program and this visual management tool was refined and worked over a 12 month period and honed by a seriously high performance team.
It easily cost us over a million dollars to learn how to do this!
Not only in the consultancy fees but the time and effort that *everyone* put in as we worked with and learned and evolved the tool.
We did everything from daily meetings, to quarterly planning, to board reports – it all came from a visit to a physical wall space and an immersion in the visual management tools we used on a day-to-day basis to run the program. This wall replaced the need for schedules, budget forecasts, risk and issues registers and tracking reports.
And that’s what this week’s video is all about!