Trusted Mentors: Leaders with Internal Reliability
Internally Reliable people are defined by being consistently true to their ethically sound beliefs and principles, and as such, they make exemplary role models in the workplace. Interestingly, in research conducted by Dale Carnegie Training Japan, it was determined that the biggest emotional trigger for employee motivation is trust, so leaders with Internal Reliability are ideally suited for the multi-faceted role of mentor, trusted adviser, and coach. But other research tells us that as many as 40% of employees don’t trust management. So, what’s the remedy? We must support and promote the development of leaders with Internal Reliability!
In our program, Leadership Training for Managers, we identify seven steps in effective coaching:
- Identify Opportunities
- Picture the Desired Outcome
- Establish the Right Attitudes
- Provide Resources
- Practice and Skill Development
- Reinforce Progress
Mentors who have influenced us may have followed this process, even unbeknownst to them. Employees are much more likely to respond to direction from someone who is confident, cooperative, optimistic, and supportive. Using the steps above, influential leaders create a culture of trust within their teams and consequently, are able to gain the commitment of each team member to work toward common goals. These leaders listen to their employee’s ideas and concerns. They lead by example. They show gratitude to their employees. They take responsibility for their mistakes and learn from them. In short? They are to their team what Tom Brady (or this year, Nick Foles) is to his team. They are the MVP! Every. Single. Time.
It would serve organizations well to cultivate leaders with Internal Reliability. They’re the people equipped to shape our leaders of tomorrow.