This is the third installment in the series from JetBlue CEO, Joel Peterson. I have once again hit the highlights for you. Thank you to Mr Peterson for a great series!
Our best performances are nearly always spurred on by colleagues and leaders who have empowered us – that is, trusted us with the freedom and resources to excel. Low-trust organizations have trouble giving their teams the latitude to do much. Wary ofeveryone, they often don’t trust even their most trustworthy people. Instead, they rely on thick compliance manuals for even the most trivial matters, and reward tattlers as a way to prevent rule breaking. This suspicious atmosphere kills initiative and creativity, and worst of all, it stifles any potential for trust.
Here are a few things to consider if you’re aiming to build a culture where people are empowered to do great work:
1) Bet on people. Allow people a chance to prove they can take on more responsibility. A leader who trusts others to grow inspires the best in people and can ignite trust.
2) Take action. Try out ideas, don’t just talk about them. Walk that talk.
3) Move On. What worked before is not today’s answer. High-trust organizations don’t rely blindly on old rules. Instead, they trust their teams to figure out the new ones.
4) Expect mistakes. Even the best efforts can, and do, fail. Find out why quickly, learn and move forward with renewed vigor.
5) Don’t be paranoid. Giving up power is a great way to create more power. Get everyone on the same page and make great stuff happen together.
A little Aretha Franklin to jump start your day.
Enjoy the day.