Trust and management credibility hang in the balance every moment of the day - in every meeting, in every communication, in management's reaction to a problem... we could go on. Financial losses are tied to trust and credibility. So are problem resolution and employee retention. Understanding what make them "swing" is a skill that management CANNOT AFFORD to live without. Organizational Trust is established via management credibility (meeting expectations, keeping promises). Because the connection between trust and performance is poorly understood, trust is undervalued by most management teams. It may even be viewed as an “optional” culture characteristic that management can choose or not choose to pursue. The truth is that, without trust, - Companies cannot achieve their improvement goals. - Change is slow and becomes a game that everyone plays but nobody wins. - Important problems go unsolved for years. - Management works harder at maintaining their power than empowering their people. When talking about trust, we cannot forget about credibility. In business, credibility is EVERYTHING! Bank loans depend on it, promotions depend on it, and trust and respect depend on it. Credibility is a lagging indicator of management's ability to "get things done". Management teams create expectations for future performance and organizational change. If they frequently fail to follow through as expected, shareholders, the BOD, other members of management and/or the workforce aren't sure what to believe and begin to doubt the capability of individuals or the team. That's when trust is lost and management credibility suffers. Once it is lost, it is difficult to rebuild. Keynote or Workshop: Raises awareness about the real-world dynamics that affect trust and credibility. Reveals connections to performance, culture and change. Introduces "collisions", a defining moment for trust and credibility. Actual business cases illustrate how poor management choices and great management choices 1) build or destroy trust and credibility and 2) make the difference between success and failure with change. Stories and case studies about barriers to change deliver "breakthrough perspectives" about management's role in change and what is possible to change and achieve. Workshops include exercises. I am happy to customize a keynote, workshop or breakout session for your audience. Content can be linked to specific conference or event themes and goals for change. I offer a 3-monh follow-up for questions from attendees.