The TRUST Show

S9E6: Does HR have a TRUST Problem? (with guest Fiona Passantino)

One of the HR functions is to care for the employee's welfare, and some would say that it's the most critical function. Given the impact of engaged employees on the organization's success, you couldn't argue with that. However, a 2022 Crucial Learning survey showed that 75% of employees don't trust that their HR leader cares about their needs. Only 9% felt that their HR leader would advocate for them, and 47% didn't feel safe confiding in or getting assistance from the HR leader. The HR professional is ideally positioned to build trust in the organization, but they can't do that if they are not first trusted by the people they should be helping.

This episode is a conversation with Fiona Passantino, a former HR professional, and a current speaker, blogger, author, and generally an expert on employee engagement, workplace culture, and internal communications. We discuss why HR is not trusted as much as it should be, what are the symptoms of HR not being trusted, and what they can do to be trusted.

S9E5: How do you know if you can TRUST someone? (Part 4/4)

This is the fourth and last episode of this series under the title how you can tell if you can (or should) trust another person. In the previous episodes, I gave you tools, based on what you know about the other person before you ever meet and interact with them, and based on your firsthand impression while interacting with them. Now, based on all that, you need to decide whether you can trust them, and, more importantly, whether you should trust them.

There is one last thing I want you to think about—whether you should trust them more, or less, than the level of trustworthiness you determined they have.

S9E4: How do you know if you can TRUST someone? (Part 3/4)

This is the third of a four-episode series addressing how you can tell if you can, and should, trust someone, in whatever relationship you are with them. In the first episode, I explained that you need first to decide what you need to trust them with, and how much you need to trust them, because trust is contextual and continuous. In the second episode, I explained how you could tell if you can trust someone based on who they are, and the components of competence, personality compatibility, and symmetry. This is how you can tell if you can trust them before you ever meet them for the first time.

The decision to trust is based on the components of my relative trust model. It has 6 components in two groups. One group includes the who they are components of competence, personality compatibility, and symmetry. The second group includes the what they do during an interaction with you, and is more of a firsthand experience you have with them, and your judgment, or gut feeling of them.

In this episode, I will cover the what they do components, and how you can improve your accuracy in predicting if you can trust the other person based on them.

S9E3: How do you know if you can TRUST someone? (Part 2/4)

This is the second of a four-episode series addressing how you can tell if you can, and should, trust someone, in whatever relationship you are with them. In the first episode, I explained that you need to first decide what you need to trust them with, and how much you need to trust them, because trust is contextual and continuous.

The decision to trust is based on the components of my relative trust model. It has 6 components in two groups. One group includes the who they are components of competence, personality compatibility, and symmetry. The second group includes the what they do during an interaction with you, and is more of a firsthand experience you have with them, and your judgement, or gut feeling of them.

In this episode, I will cover the who they are components, and how you can improve your accuracy in predicting if you can trust the other person based on them.

S9E2: How do you know if you can TRUST someone? (Part 1/4)

It is very important to know who you can trust. Trusting someone you should trust is the best. Not trusting someone you shouldn’t trust is, well a waste of time. Not trusting someone you should trust is causing damage to you, to them, and to the organization. But trusting someone you shouldn’t trust is, well, right down dangerous and could have devastating consequences.

So, how do you decide if you can trust someone or not? This is the first of a four-episode mini-series. In this series I will break down the process of determining just that. I’m going to give you a science-based, pragmatic, intentional, and very prescriptive way to tell if you can trust someone, in what, and how much. Because trust is relative. I will use the 8 laws of trust and the 6 components of my relative trust model.

I will show you how to determine the level of trust you should have in another person based on who they are, and what they do. And if you think that your gut has nothing to do with it—you’re wrong. It is, and I’ll show you how to train your gut to tell you if you can trust someone or not.

The first episode of the series covers why you care about trusting someone else, and several considerations about trust. 

S9E1: How do I know if I’m TRUSTED?

My work in The Book of Trust, The Trust Show, the Trust Habits workshops, my keynotes, and almost everything I do revolves around how to be more trusted. But, how do you know if you are trusted or not? Most people will not simply tell you that they don’t trust you. The main reason is that they don’t trust your reaction when they say that. But those may be people you really want, or need, to be trusted by, so you want to know. In this episode, I will show you how to tell if you are trusted or not.

S8E12: Building HR Strategies Like You Use Your GPS (Part 2)

This episode is the second part of a two-part series. The first part (the previous episode) explained what strategy is, and the first two steps: determining where you are, and where you want to go. This second part episode will cover the next 5 steps: determining the boundaries for the strategy, developing a simple-rules strategy, executing the strategy, telling when you arrived at your destination, and handling detours. 

S8E11: Building HR Strategies Like You Use Your GPS (Part 1)

The Human Resources function, and the Human Resources department, like any other department or business unit within the company, is a business. It’s a business that deals with the most important part of the company: its people. It’s not a profit center for the company, at least not a direct one. At the same time, not all departments in the company generate profits. But just like any other business, it must have a strategy. Otherwise, it will just be pulled in multiple different directions, and be unproductive and ineffective.

This episode is the first part of a two-part series in which I will adapt my strategy development process to the Human Resources department. The analogy that I use when facilitating strategy workshops is the GPS navigation system in your car, and I will start by defining what strategy is.

S8E10: Politics, Ideology, Personality Compatibility, TRUST, and Elections

It seems we are always in election season. We just had the mid-term elections in November, we are about to enter local elections in Texas for city councils, school district boards, community college boards, and more. Soon we will start the primaries, then the presidential elections. We’re always in election season. But how do you decide who to vote for? I will assume that you only vote for candidates you can trust, but what makes you think you can trust them? The answer to this question varies and may surprise you.

S8E9: Funny, Not Funny, and TRUST

... And then, Chris Rock points to Jada Pinkett Smith, Will Smith's wife, and says “Jada, I love you, GI Jane 2, can’t wait to see it.” The audience laughs (maybe uncomfortably, but maybe not). The camera turns to Will Smith and his wife. He is laughing, but she is rolling her eyes. It takes 12 more seconds before Will Smith shows up on the stage and slaps Chris Rock in the face.

This episode is not about whether Rock had crossed the line with his comment, insensitive to Jada’s medical condition that led to her bold head. It’s not about whether Will Smith should have addressed this differently.

It’s about the 12 seconds between the moment Smith was laughing and the moment he was slapping Chris Rock. It’s about when funny becomes not funny anymore, and, obviously, how trust plays into it.