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
  • Reward

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.

Download Dale Carnegie’s latest white paper on “Recognizing Leadership Blind Spots.

Posted by MaryAnn Means-Dufrene

As Market President for Dale Carnegie North Texas, MaryAnn partners with organizations and individuals to build leadership capacity necessary for breakthrough performance. Through strategic partnerships, she creates customized skill development plans to increase employee engagement, boost individual and team productivity, and develop the kind of leaders people actually want to follow. MaryAnn has tremendous experience in collaborating with organizations in Tarrant County, previously serving as Executive Director of Susan G. Komen Greater Fort Worth and as Deputy Chief of Staff to Fort Worth Mayor Betsy Price. She is a graduate of Texas A&M University with a degree in psychology and earned her Master of Public Administration and Master of Strategic Human Resource Management degrees from the University of Texas at Arlington. She is board chair for Presbyterian Night Shelter, board vice president for Girls Inc of Tarrant County, and serves on the board of directors of Women's Policy Forum and the Central Area Council for the Fort Worth Chamber of Commerce. MaryAnn lives with her husband Matt, son Hogan, and two dogs Deuce and Lovey in Fort Worth, Texas.

One Comment

  1. […] We recently discussed the importance of Internal Reliability to building a culture of trust. An equally important concept is a leader’s External Reliability. What exactly is External Reliability?  In contrast to Internal Reliability (being true to one’s own principles), leaders with External Reliability are honest and trustworthy in relation to others.  While it’s important to hold firmly to personal values, it is equally important to be consistent and uphold commitments we make, as leaders are less likely to accomplish goals without the trust of those around them. […]



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