Perhaps you saw CNN Money’s Report (11.13.09) pointing to the economic pressures that are pushing California to the brink of insolvency and are wreaking havoc on many other states.  The 10 most troubled states identified in the report include:  Arizona, California, Florida, Illinois, Michigan, Nevada, New Jersey, Oregon, Rhode Island and Wisconsin. Colorado, Georgia, Kentucky, New York and Hawaii – are not far behind as reported by senior writer, Tami Luhby.

While reading this startling reality, I couldn’t help to have a flashback to an early point in my career.

Sitting in the middle of the Georgia World Congress Center in Atlanta among  15,000 excited leaders and professionals of a rising financial services firm, a man in his mid-40’s came and took center stage to address a thunderously applauding crowd.  The lights began to lift as he signaled to the crowd with humility, displaying his appreciation for the warm welcome and then motioned that the meeting was underway.   The audience settling in on the edge of their seats was ready for a celebratory message from the CEO, after all, the 150,000+ employee organization was breaking every kind of record a company could imagine that year; positively changing the financial future of thousands of customers and employees forever.  The audience waited with great anticipation.  As the CEO stepped toward the crowd and away from the podium, he cast a look straight into the eyes of the people. With humility and deep conviction said, “All you can do is all you can do. But all you can do is enough, if you do all you can do.”

The thunder of applause that moments ago nearly brought the building down came to a sreeching hault. As the words penetrated the hearts and minds of every person in the crowd, you could see the questions light up across their faces that seemed to say, “What? We just had a record breaking year. Why is he saying this?”  In his matter-of-fact tone, the  CEO continued, “I am humbled to be among each of you tonight.  You’ve all given so much this year and the level of your commitment helped to accomplish more than most organizations will ever experience in a lifetime. The success everyone has helped to achieve this year has shown the financial industry that the impossible is possible. You’ve truly made history and for that, each of you can be proud. But as your leader (the tone beginning to shift), all the positive press, big company earnings, gleaning financial statements mean nothing, if we lose at helping our clients achieve their goals and our employees in achieving their dreams. Have we really done all that we can do?”

You could hear a pin drop. The facial expressions that followed spoke volumes. We knew that the real work was just beginning.  In spite of this and past success, our values would be tested and re-tested. New challenges and hurdles would come. How would we measure up?  Would we settle? Become complacent or self-absorbing?  Would we remain focused on what mattered most? Were we willing to step up? Were we anywhere near our potential?

Later that evening at the leadership breakouts meetings, we were honored by the CEO’s attendance.  For many companies I suppose this would be a time to indulge, but rather, this CEO optimized every moment to connect with each of his senior leaders’ leadership teams.  By asking questions, listening and warmly acknowledging and recognizing people. He wanted to learn how to remove more barriers, connect more and identify what he needed to change to be a better CEO!   After some connection time, the leaders openly and honestly shared their plans on how they would develop their people over the next 3, 6, and 9 months. How they would support each other to connect and grow people. This discussion, or what I refer to as one of the largest informal Talent Review meetings I’ve been a part of so far, continued until 1:00 AM.

The powerful words from this CEO not only connected the hearts and minds of 15,000 people in Atlanta that evening…but impacted the rest of the organization for a lifetime, as they continue to deliver on their commitments and promises. The level of courage and power to connect modeled by this CEO didn’t change employees and leaders that night, it transformed them!

The dreams for many individuals today hang in the balance during these volatile times.

• Can we do better?

• Are we doing all that we can do?

•  Do we have the courage to embrace the chaos & lead?

The nature of work is transforming in many new &  exciting ways. It’s empowered both by technology and globalization and as a result, people are becoming more dependent on one another in order to get the work done.  How people connect, develop energizing dialogue, exchange ideas and collaborate builds unique relational capital and performance potential for any organization.

Top-performers, especially, are astute at developing and maintaining rich-relational networks that cross boundaries and global borders. They are intentional in their approach to connect high-quality relationships, tapping relevant knowledge, igniting creativity and extending authenticity.  They are highly energized by these networks and communities. Top-performers don’t come in titles and positions but their hallmarks can be found in their open, respectful and transparent manner. They posses high integrity, ethics and deliver far extending value beyond a stated goal or result.  They multiply smart trust and connectivity.  However, this effort to connect is at risk and can easily be derailed if individuals/leaders don’t act.

(Strategy x Execution) x Trust = Result.

Steven Covey in his book, The Speed of Trust, provides the economic formula for trust and highlights that a good strategy and execution can easily be derailed by low trust.

Low-Trust = TAXES $

For low-trust workplaces that enable dysfunctional behaviors, redundant hierarchy’s, heavy bureaucracy, hidden agendas, political camps, verbal, emotional and/or physical abuse, the tax can be as much as 40% or as high as 80% on the results achieved.

High-Trust =  DIVIDENDS

Likewise, high-trust workplaces have hidden variables in the form of a trust-dividend. Cultures that connect positive energy and focuses on effective collaboration, honest communication, positive partnering, leveraging talent and strengths can earn as high as a 40% dividend.

How can you begin earning higher dividends today?  Consider the following actions:            

• Observe the quality of people’s day-to-day experiences within your team and with customers.
• Reinforce respect at the beginning of  EVERY team meeting.
• Eliminate secrets – high-trust environments and secrets do not co-exist.
• Clear Expectations – no blaming, finger pointing, or scapegoating.  Solutions welcomed!
• Engage your team by asking them what barriers they experience in getting the work done.
• Identify what ignites your passion to the organization and mission.
• Create a compelling vision and share it with your team.
• Pinpoint where you might be feeling insecure and take action to improve it.
• Partner with HR and establish a cross-functional team of decision makers to discuss respectful behaviors and ways to improve dividends across the company.  Review or develop a Code of Conduct for the 21^st Century Workplace.
• Assess your environment of workplace bullies and take swift action.
• Model authentic conversations and personal accountability.
• Connect across silos. Take a risk and lead.
• Extend smart trust by inviting other leaders or subject matter experts to your department or meeting.

We may want to think about what we want to do, and that’s okay, until it’s time to start doing what you were meant to do.

When we look back one year from this critical time in our nation’s history, how will we answer the question?

“Have I done all that I can do to rebuild trust and respect for employees, customers, our organization, our state and for our nation?”

Thanks for sharing your time with us today.

We look forward to continuing our connection and hope you find the resources of value as together we co-create the 21^st Century Workplace.