Trust is an important element of any organization. Those with physical buildings and walls, and those without. Is workplace consistency an element you need more of or less?
Consistency is important for trust. When people know what to expect and when they are a lot more willing to trust.
Organizations with high levels of trust are often regarded as having a competitive advantage over those with less.
When it comes to business models and organizational culture, being flexible and nimble seems to be a requirement for navigating our fast-paced World.
Is that detracting from the spirit of trust?
Many would quickly agree that everything in the world around us is changing. Rapidly changing.
Considering business strategy, when everything is changing, staying exactly the same may carry the most risk.
Consistency likely matters for how decisions are made. It matters for policy and to some extent procedures. It matters for levels of service and customer satisfaction. Does it matter for organizational direction and culture?
When the pace is fast and the times are uncertain consistency in core values helps create a deeper and more meaningful culture.
At the same time, a business that lacks flexibility is a business that is coasting. A coasting business can only move in one direction, downhill.
Being consistent with the art of being flexible may be an element of trust that is often overlooked.
Consistency and flexibility are not synonymous.
When everything around you is changing, they may both create more trust.
Dennis E. Gilbert is a business consultant, speaker (CSPTM), and culture expert. He is a five-time author and the founder of Appreciative Strategies, LLC. His business focuses on positive human performance improvement solutions through Appreciative Strategies®. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.