Being a social organization means being trustworthy.

Jamie Notter and I explain how organizations can become more TRUSTWORTHY in our book, Humanize: How People-centric Organizations Succeed in a Social World.

Trustworthy organizations embrace a culture of strategic transparency.

  • More information is shared AND people know why it is shared (and why other information is not).
  • Structures are built to create a “transparency architecture” that supports the open flow of information.
  • Values are clear to everyone—and not just the platitudes, but values that people understand and can apply.
  • Knowledge is shared, because it generates power.
  • The organization takes risks because there is no trust without risk.
  • People are honest about elements of the culture that inhibit trust and transparency—that’s the first step in changing it.

Trustworthy organizations enable more truth to be spoken through their internal structure and processes.

  • They support whistle-blowing, and not just because Sarbanes-Oxley makes them.
  • They change their processes, even the way reporting relationships are handled, to get people talking directly to each other, rather than through third parties.
  • They design processes to ensure that MORE conflict happens, rather than less.
  • “Spin” is somewhat of a bad word.
  • They let people outside the organization speak their truth, particularly in social media.

In trustworthy organizations, individual behavior is marked by authenticity.

  • Authenticity, in all its messy complexity, is valued.
  • Employees are supported in figuring out who they are, what they are good at, and why they are here.
  • Employees can handle emotions and emotional interactions, because that’s part of who we are.
  • People are curious about each other and enjoy the exploration of varied interests.

We feel strongly that our organizations need to be more human… That’s where you come in.  How trustworthy is your organization? Take our quick quiz and find out.

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