The First Dysfunction is absence of trust. I would like to explore those five dysfunctions in the next five posts.
Lately I have been observing an interesting phenomenon. An organization for which I work has been undergoing an re-org. During the last year or so new top management has been brought in and they have chosen a new path for us to follow.
For the last six months the leadership has repeatedly stated that it is not a head count exercise. But in the end that is exactly what it is turning out to be.
Interestingly many new high level positions were created and there is a large need for more people. Many of the folks that received promotions, without a pay raise, are just as unhappy as the ones that were let go. Amazing! How do you piss people off by promoting them? Easy, put them in roles that they do not want. I happen to be in the HR department the other day and one person who is retiring told me that he heard a rumor that 40 senior people are so upset with the changes that they are going to retire.
So the people that moved up are not happy, people that went sideways are not happy, and definitively the people that are let go are not happy. Why? In one word...trust. When you repeatedly say one thing but do the opposite people will not believe anything you say in the future. Even the people who won the beauty contest no longer feel secure.
Today's question is:
"What can a leader do to regain the trust of a team once it is lost?"
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