Trust – between colleagues, and between leaders and employees – is essential to the sustained success of any business. With a firm foundation of trust we can take bold risks and push the envelope. Without it, we are stuck with what feels safe and comfortable.
So how do we build trust?
A key problem facing leaders at work is to establish a sense of legitimacy for their leadership, to mobilise the consent of their people to being led by them. This only happens when leaders have a sincere and genuine concern for those they lead, and enable their people to realise the very best in themselves.
In other words, managers have the right to demand delivery of their people, not because they pay them or because they are in a position of authority, but because they care for and grow them.
The Legitimate Leadership Model originated from seminal research into trust in management in the South African gold mines in the late 1980s, and has been revalidated and confirmed by lots of subsequent research as well as decades of success in practical implementation.
Using the Legitimate Leadership model, I can offer you insights, skills and practical tools and frameworks that will help your business build legitimacy, trust, contribution and accountability.
Stuart Foulds 