Does Your Team Really Trust You?

The drop in trust has serious implications for business. Studies show that employees who work with high-trust leaders are more productive, have better energy levels at the office, and have greater job satisfaction than those working under low or mediocre performers; this includes them having a less stressful work environment.

Leaders who build trust gain an advantage over those without it. Trust leads to greater productivity, collaboration with diverse colleagues, and less stress for employees as they enjoy their work more deeply because of the sense that their leader understands them personally - on a level beyond what's possible through professional interactions alone.

It's often difficult to create a culture of trust when you're in charge and leading people from different backgrounds. This challenge becomes even greater if they work remotely, locally, or with some combination thereof - which means we won't always be able to see each other day-to-day (or even hour by hour). To build trust, leaders need to be mindful that biases exist in their approach. Trust cannot simply fall out of the blue sky; rather there are many factors leading up to its creation including positive interactions between parties over time which create expectations on each side regarding honesty and transparency.

The responsibility to lead with integrity and abandon the desire for power at any cost. The best way you can do this is by being true to yourself, adjusting how far out from your own self-interests that goes in order to accommodate others' needs while still maintaining their trustworthiness

Global leadership requires a delicate balance between change and stability, as well as the ability to manage diverse perspectives. This is true not only at home but also when leading others abroad-trust comes down to whether people can rely on you for honest guidance in tough times or if they feel like there's no one who truly understands them because of your unique background. There is no single factor that makes someone a great leader, but there's something common among all of them: trust factors​. Read more on the different trust factors here.

Turn Career Regret into Career Transformation

When you achieve your goals, it's important to reflect on whether or not they were what was truly desired. Senior professionals often feel regretful after achieving a significant milestone in their career because there is always an uncertainty as to why things happened the way that they did and if we would have done something differently with our lives had someone else been steering them along throughout this entire process.

Achieving any major goal can be overwhelming; especially when individuals don't know exactly where these improvements will lead them. Many people assume that their careers are set in stone once they've been at it for 10+ years. They think about switching paths as though changing directions would be throwing away all of the hard work and experience, when really each new line will bring something worthwhile to your current employer or lead elsewhere.

The truth is that many people are hesitant to take career risks because they're not sure what will happen. We all have a natural curiosity to explore new things, but sometimes it's hard when we don't know what the next step should be. However you can use this desire for exploration as an opportunity by articulating your goals and risks in front of others who may inspire or encourage them within yourself.

With over 75% of people wishing they took more career risks, it is clear that articulating your goals and desires for the future can be a daunting task. However with some creativity you might find clarity on how to move forward in this direction.

A regret doesn't have to remain a regret. Why not reframe it as a "calling" that made you finally change things for the better? This Entrepreneur article offers tips for squashing career regrets and embracing career change.