RAFFIAPALM

Resources for product teams from industry experts.

Trust comes from being a part of a culture or organization with a common set of values and beliefs. Trust is maintained when the values and beliefs are actively managed. If companies do not actively work to keep their Golden Circle in balance — clarity, discipline and consistency — then trust starts to break down. A company, indeed any organization, must work actively to remind everyone WHY the company exists. WHY it was founded in the first place. What it believes.

They need to hold everyone in the company accountable to the values and guiding principles. It’s not enough to just write them on the wall — that’s passive. Bonuses and incentives must revolve around them. The company must serve those whom they wish to serve it.

— Start with Why: How Great Leaders Inspire Everyone to Take Action by Simon Sinek

Source: Amazon Kindle

Related Stories and Excerpts:

  1. Trust begins to emerge when we have a sense that another person or organization is driven by things other than their own self-gain. With trust comes a sense of value—real value, not just value equated with money. Value, by definition, is the transference of trust. You can’t convince someone you have value, just as you can’t convince someone to trust you. You have to earn trust by communicating and demonstrating that you share the same values and beliefs. You have to talk about your WHY and prove it with WHAT you do. Again, a WHY is just a belief, […]
  2. Personal recommendations go a long way. We trust the judgment of others. It’s part of the fabric of strong cultures. But we don’t trust the judgment of just anyone. We are more likely to trust those who share our values and beliefs. When we believe someone has our best interest in mind because it is in their benefit to do so, the whole group benefits. The advancements of societies were based a great deal on the trust between those with a common set of values and beliefs. — Start with Why: How Great Leaders Inspire Everyone to Take Action […]
  3. Our project in the years to come will be to advance a positive vision of what liberal democracy can deliver with the new tools that technology is placing at our disposal. Its pillars must be: Broadly shared prosperity. Democratic accountability. Scientific inquiry and truth-telling. Long-term thinking. Universal entrepreneurial opportunity. Profound investment in the public goods that benefit everyone: basic science, R&D, education, health care, infrastructure. We must be guided by real research into which solutions are likely to work for society’s greater good. We must harness all of the tools of human culture and creativity to this vision: the […]
  4. Core values are the organization’s essential and enduring tenets — a small set of timeless guiding principles that require no external justification; they have intrinsic value and importance to those inside the organization. “The core values embodied in our Credo might be a competitive advantage, but that is not why we have them. We have them because they define for us what we stand for, and we would hold them even if they became a competitive disadvantage in certain situations.” The key point is that an enduring great company decides for itself what values it holds to be core, […]
  5. Core ideology provides the bonding glue that holds an organization together as it grows, decentralizes, diversifies, expands globally, and attains diversity within. Think of core ideology as analogous to the principles of Judaism that held the Jewish people together for centuries without a homeland, even as they spread in the Diaspora. Or think of it like the truths held to be “self-evident” in the United States Declaration of Independence, or the enduring ideals and principles of the scientific community that bond scientists from every nationality together with the common purpose of advancing human knowledge. Any effective vision must embody […]

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