Trust


In 2001, as the new IT Manager in an environment totally dependent on their CRM data, I met with the VP and data owner.  Her first words to me were “you do anything to hurt my RE (CRM) and I will have you fired immediately”.  Hardly comforting words! However, that one sentence identified the organization’s corporate culture, and the criteria for my success or failure. 

That day my priorities changed, from technological to cultural, and I learned that an IT Manager needed more in their toolkit than technical know-how.  I needed to establish a culture of trust in my capabilities, and those of my team.  I did successfully gain the trust of the business.  It was slow and very incremental, and took over two years.  More importantly, for the entire six years of my tenure, every time IT introduced technological change, my trust quotient was on the line.  Every change introduced by IT was directly related to my continuing credibility as a leader.

As an Organizational Change Manager at MYRA, I consistently coach Senior Executives that the key component to successful adoption of any project introducing change to the business is “active and visible sponsorship”[1].  In an environment of low or absent trust, Executive sponsorship actions will be of little value...or worse, a detriment presenting increased risk to the project.   

Projects introduce change to the business. And “All change creates distrust.   Trust is the first casualty of change”[2].  Quite the conundrum!

How will the business successfully navigate the change to realize the value of the project?   It starts with trust, in yourself, your peers, your management and leadership; and trustworthiness must be consistently re-proven.

What is your organization’s trust quotient?  Is it risk or reward?

MYRA’s integration of Organizational Change Management into its Business Consulting and Project Management engagements facilitate identification of your risk or reward quotient.  An environmental scan identifies where the problems lie, and MYRA will work with you in developing a creative, trusting and change-ready culture.

 Ask us how you can derive long-term trust rewards.  We’re only a click away.



[2] Ann Brown, A & R Business Group, Inc.