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LEADERSHIP DEVELOPMENT CENTER

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Peter GIlliam, MD

"Dorian helped me to get clarity on what I valued and develop 
a strategy that fit my fulfillment needs"

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Do you find yourself working harder to manage your employees than you feel you should? Low trust negatively impacts organizational performance in two ways. First, it creates a situation where your employees are scared to make mistakes. Secondly, it can produce situations where employees hide errors and information to protect their status. Both waste valuable time, money, and resources that should be put towards solving customer issues or improving business efficiency. One of the best ways to make work more manageable is to reduce the inefficiency that low trust creates in your organization.


Image with a blue background shows the text "Your Path to Business Success in 2025" and "Creating Psychological Safety" with a stylized road leading to a sun.


Why Psychological Safety Matters.

I recently worked with a small business owner who grew frustrated with his team due to how they responded to his leadership. He felt their slow response to direction and lack of engagement negatively impacted sales. He sought coaching to understand better how his current behaviors were getting in the way of driving results. Through coaching, we discovered that low trust was the primary issue. The solution? Creating more psychological safety within his organization.


Infographic titled "4 Signs of Low Trust": Unasked Questions, Lack of Collaboration, Lack of Feedback, Feeling Undervalued, in blue boxes.
4 SIgns of Low Trust

Sign 1 of Low Trust: Unasked Questions

I helped the business owner see that some new employees felt uncomfortable coming to him for guidance. During meetings, he would set expectations for the week. He thought they understood his expectations, but there frequently were gaps between what he said and what they understood regarding key tasks. For him to improve team performance, the employees had to become comfortable asking clarifying questions and proactively asking for help when needed.

Sign 2 of Low Trust: Lack of Collaboration

Low trust between employees made the situation even worse. Competition for status, advancement opportunities, raises, and bonuses created an environment where employees did not share tips and best practices outside group meetings. This meant that most communication and talent development fell on the business owner, which slowed down employee development and created incremental stress for the business owner.  For employees to develop faster, he needed tenured employees to help newer employees learn new skills and how work is done within their organization.

Sign 3 of Low Trust: Lack of Feedback

Through coaching, he also identified that employees hesitated to point out business improvement opportunities. When he started hiring staff, he envisioned them helping him develop new ideas for growing the business, reducing costs, and improving efficiency. While all his employees had opinions about how things could be improved, it was rare for employees to suggest ways to improve. This stagnated organizational growth because the owner did not have time to ponder and evaluate potential changes. Instead, he spent too much time following up with employees who were not executing tasks to his expectations.

Sign 4 of Low Trust: Feelings of being Unvalued

Finally, we identified that some of the employees felt undervalued. They were unhappy about certain aspects of the job but did not feel comfortable voicing those concerns. The business owner only heard complaints when employees were under a lot of pressure and would overreact with emotional outbursts. This typically made the business owner furious at the employees because of their poor communication and failure to emotionally regulate themselves.  

How Did We Improve Trust?

We teach business owners the Power6 Leader framework's success equation: process multiplied by culture equals results to help them improve trust within their teams.

 

Processes help employees and bosses manage the complexities of work by reducing the number of decisions that must be made before action is taken. For example, if a status meeting is held every Monday, employees know that at least once a week, they will have an opportunity to discuss what is and is not working well within the business.


Organizational culture is essential because everything cannot be managed through processes. When novel situations occur, having norms, guiding principles, and values helps guide decision-making. For example, if a norm within your company is to challenge the status quo, then employees know that it is safe to question why a task is being done a certain way and suggest alternative ways of completing a task.  


Make Meeting More Meaningful

Few things are complained about more than meetings. They can take up a lot of time. They pull people away from doing other work, and most leaders never go through effective meeting training. Within the Power6 Leader coaching program, we challenge business owners to evaluate:

·       How frequently are meetings held?

·       How to generate more engagement?

·       How to gain feedback to keep them fresh and valuable?


There are four types of meetings we encourage all business owners to have.

  1. One-on-One Meetings: designed to build relationships, provide opportunities for support, and ensure employees are getting the direct feedback they need to perform.

  2. Group Meetings: designed to build relationships between team members, facilitate cross-pollination of ideas, and ensure that group members are focused on shared goals and understand interdependencies.

  3. Business Reviews Meetings: These meetings are designed to ensure key stakeholders are aware of key performance indicators and variances to goals and to develop plans to close performance gaps.

  4. Quarterly Strategy Reviews: designed to get key stakeholders to pause, consider current priorities, and evaluate whether they align with long-term organizational mission and vision.


We discussed these types of meetings, who should be invited, what the agenda should be, and how to ensure that they help to support trust. Every business is different, and you need to customize the approach that will work for you and your current stage of business growth.


Reinforce Organizational Cultural Expectations

After optimizing the meeting cadence, we focused on defining the norms, guiding principles, and values employees should use when making decisions. We discussed how each meeting should reinforce the organizational culture the business owner desired to build. Through consistent discussion of organizational culture, the seeds of values, norms, and guiding principles take root.

What was the outcome?

At first, the employees were skeptical. They thought the business owner was going through a phase and things would revert to normal. After 6 weeks of the business owner focusing on improving processes and organizational culture, the employees started to accept that this was the new way they would be doing business. They became more engaged and trusted the business owner and their peers more. The business owner noticed employees asking more questions, collaborating, and providing suggestions for improving the company; many communicated that they were starting to feel like valued team members.

What you should do next?

Consider the four signs of low trust. Identify if you see any of these signs within your organization. If they are present, develop a specific plan for addressing the issue. Start first by looking at your meetings. How can they be improved? Make minor tweaks and ask your team about the impact of your changes. Next, reflect on how you want your team to treat one another, customers, and other stakeholders. Make your expectations known, and consistently find ways to help your team understand how things are done here.



Thank you for reading the latest version of Your Path to Business Success. Over the last 14 weeks, we have shared tips and best practices that small business owners can use to make 2025 their best year yet. If you have any questions about this or any other business topic, email Executive Coach Dorian Cunion at dcunion@yourpathexecutivesolutions.com

 

If you found this helpful, sign up for our mailing list. We deliver do-it-yourself articles each week to help you level up your business.





 

Imagine having a business where every individual understood their role and executed at a high level. Information and resources effortlessly flowed from one person to another. Every part worked harmoniously towards a shared goal. Creating a clear picture of how you want your business to operate is the first step in building a better organization. Nature can be an excellent point of reference when designing your idea organization. Something as simple as the anatomy of a plant can give you words to describe the importance of each part of your business having a role and how it can only reach its potential by each individual part working together towards a shared goal.

Blue graphic with text: "Your Path to Business Success in 2025." Includes icons of a path, sun, money bag, and teamwork. "Cultivating a Culture Of Teamwork."

The Plant Analogy: Understanding Team Dynamics

Let's break down this analogy:

  • Roots (Values): These core values form your team's foundation, providing stability and access to the nourishment your organization needs to grow.

  • Stem (Communication Channels): This represents effective communication, the central channel allowing information and support to flow freely.

  • Leaves (Production): This represents the work done to solve customers' problems by producing goods or providing services.

  • Flowers (Marketing): This represents your actions to attract and retain customers.

  • Fruit (Profits): This is the natural byproduct of a healthy, well-functioning team.

It's crucial to remember that the fruit (profits) always comes last and directly results from the plant's overall health and collaboration. Each part must be cared for, protected, and nurtured for your business to bear fruit.

Tree diagram illustrating a health business: roots (Values), stem (Communication Channels), leaves (Production), flowers (Marketing), fruit (Profits).
4 Parts of a Healthy Business

I recently worked with a small business owner who was frustrated with his team's performance. He felt they weren't meeting expectations and wasn't sure why. We began by exploring the health of his business "plant." It quickly became apparent that poor communication, a lack of employee recognition, and unclear goals were the primary issues hindering their growth. We saw weak roots (unclear goals), a blocked stem (poor communication), and wilting leaves (lack of recognition and engagement).


A thriving team, like a healthy plant, has:

  • Strong Roots (Values): Shared purpose, ethical conduct, and a strong company culture.

  • Open Stem (Communication): Transparent, consistent, and effective communication channels.

  • Flourishing Leaves (Production): Clear process for converting resources and talent into customer solutions.

  • Radiant Flowers (Marketing) Effective processes for educating customers on the problems the company solves.

Cultivating Teamwork: Planting the Seeds

To begin, we focused on planting strong roots by clarifying the business owner's vision and establishing clear goals. Just as a plant needs a strong foundation, a team needs a clear direction.

Next, we nourished the stem by improving communication. We decided to focus on communication first, believing it would naturally improve the other areas of his business. This involved clearly defining success, praising progress, and establishing open lines of dialogue.

Finally, we encouraged growth by fostering recognition and trust. We created an environment where team members felt valued and responsible for their contributions.

Nurturing Growth: Ensuring a Bountiful Harvest

Over the course of six months, the business owner saw significant improvements. Trust was built with employees, the store experience improved, and more sales were generated. This demonstrated the positive impact of focusing on the health of the team “plant.”


It's important to remember that this type of growth requires ongoing maintenance. Providing sunlight (recognizing achievements), water (ongoing support), and a fertile environment (positive work culture) are essential for sustained success.

Harvesting Success

Cultivating a high-performing team is an ongoing process. Consistent care and attention to each part of the team “plant” will yield a bountiful harvest.


Ready to cultivate your own thriving team? Schedule a free consultation with Your Path Coaching and Consulting today. Visit our website at www.yourpathexecutivesolutions.com to learn more about our services. We'd love to hear your thoughts and questions in the comments below!

At Your Path Coaching & Consulting, we empower individuals and organizations to reach their full potential. A key tool we utilize in our holistic approach to personal and professional development is the Enneagram. This powerful system provides profound insights into your core motivations, fears, and behavior patterns, offering a roadmap for transformative growth.


Enneagram diagram with numbers 1-9, labels like Peacemaker, Achiever. Central logo and "Truity" text. Circular lines connect numbers.

What is the Enneagram?

The Enneagram is a dynamic personality system that outlines nine distinct personality types. It delves beyond surface-level behaviors, revealing the underlying emotional drivers that shape our thoughts, actions, and interactions. This emotionally focused system helps us understand our deepest fears and desires, ultimately leading to greater self-awareness and improved relationships.


The Three Centers of Intelligence:

Understanding the Enneagram begins with recognizing the three Centers of Intelligence:

  • Heart Center (Types Two, Three, and Four): These types are driven by emotions and connection. They prioritize relationships and seek validation and belonging.

  • Head Center (Types Five, Six, and Seven): These types rely on intellect and analysis. They strive for knowledge, security, and mental stimulation.

  • Body Center (Types Eight, Nine, and One): These types operate from instinct and gut feelings. They focus on autonomy, control, and integrity.

The Nine Enneagram Types:

Let's explore each type and its core motivations:

  • Type One: The Perfectionist: Driven by a desire for integrity and correctness, Ones strive for excellence and adhere to high standards. They fear being flawed or corrupt.

  • Type Two: The Giver: Motivated by a need to be loved and appreciated, Twos are compassionate and helpful. They fear being unlovable or unwanted.

  • Type Three: The Achiever: Focused on success and recognition, Threes are driven and adaptable. They fear failure and being seen as worthless.

  • Type Four: The Individualist: Seeking authenticity and uniqueness, Fours are creative and introspective. They fear being ordinary or insignificant.

  • Type Five: The Investigator: Driven by a desire for knowledge and understanding, Fives are analytical and independent. They fear being overwhelmed or incompetent.

  • Type Six: The Skeptic: Seeking security and certainty, Sixes are loyal and responsible. They fear being unprepared or unsupported.

  • Type Seven: The Enthusiast: Driven by a desire for adventure and stimulation, Sevens are optimistic and versatile. They fear being trapped or in pain.

  • Type Eight: The Challenger: Focused on control and power, Eights are assertive and protective. They fear being vulnerable or controlled.

  • Type Nine: The Peacemaker: Seeking harmony and peace, Nines are easygoing and accepting. They fear conflict and separation.

How the Enneagram Enhances Professional Development:

At Your Path Coaching & Consulting, we integrate the Enneagram into our coaching programs to:

  • Increase Self-Awareness: By understanding your Enneagram type, you gain valuable insights into your strengths, weaknesses, and blind spots.

  • Improve Communication: The Enneagram helps you understand how different types communicate and interact, fostering more effective collaboration and conflict resolution.

  • Enhance Leadership Skills: By recognizing your own leadership style and the styles of others, you can build stronger teams and create a more positive work environment.

  • Navigate Career Transitions: The Enneagram can help you identify career paths that align with your core motivations and values.

  • Develop Emotional Intelligence: By understanding your emotional triggers and patterns, you can cultivate greater emotional resilience and self-regulation.

  • Team Building: Understanding your team members' enneagrams can help you build more effective and productive teams. This is a core part of our business consulting services.

  • Executive Coaching: The enneagram is a powerful tool for helping executives understand their leadership style and how it affects their teams.

Enneagram in One-on-One Coaching and Group Workshops:

One-on-One Coaching:

  • In individual sessions, we use the Enneagram to provide personalized insights and guidance. We help you identify your core motivations, understand your behavior patterns, and develop personal and professional growth strategies.

  • We work with you to address specific challenges, such as communication difficulties, leadership development, or career transitions, using the Enneagram as a framework for understanding and addressing these issues.

  • We assist with creating personal development plans tailored to each individual’s enneagram type.

Group Workshops:

  • Our workshops provide a dynamic and interactive learning environment where participants can explore the Enneagram and its applications in a collaborative setting.

  • We facilitate discussions and exercises that help participants understand the different Enneagram types and how they interact with each other.

  • We focus on team dynamics, communication skills, and conflict resolution, using the Enneagram to enhance understanding and improve collaboration.

  • Workshops help teams to understand each other, and create a more harmonious work environment.

Our Approach:

We believe in a personalized approach to coaching and consulting. Through in-depth assessments and one-on-one sessions or group workshops, we help you identify your Enneagram type and develop strategies for personal and professional growth. We empower you to leverage your strengths, overcome challenges, and achieve sustainable success.

Take the Next Step:

Ready to unlock your full potential? Schedule a free consultation or inquire about our group workshops with Your Path Coaching & Consulting today. Let us guide you on your journey to self-discovery and professional excellence.

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