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Our Latest News - September 2016

Trust in organizations TEDx talk

From our much respected partner in the Netherlands, Bureau Zuidema.

“These days, the degree of influence you have no longer depends on your hierarchical position in a network and the power that comes with that position (influence 1.0), or the level of knowledge and experience you have (influence 2.0). Influential people are enthusiastic people who are able to build good working relationships, get others on board and involve them (influence 3.0).”

Lodewijk van Ommeren,
CEO of Bureau Zuidema

Pauline M. Voortman is a ‘reflective practitioner’. She works as an associate trainer and consultant for Bureau Zuidema, specializing in trust in organizations. She has experienced that when she asks people about trust, people start talking about distrust. She compares trust to clean air: it can get polluted. She uses the inauguration speech by the new King Willem-Alexander as a case study of trust. rust and vulnerability are related things according to Voortman. When someone puts their trust into someone else, that person makes themselves vulnerable. But this is not what leaders focus on; they focus on measurements, the so-called hard facts. That’s not enough according to Voortman: we have to ask sincere questions about relations and context. This sincere attention goes into deeper layers. Feelings that make us vulnerable.
Click here to read more and view video…


How to be the leader people actually trust

Having a workforce filled with employees that question your decisions and motives, are hesitant about the direction you're taking them in and are quick to engage in conflict is certainly not a healthy corporate culture.

As Ekaterina Walter pointed out in a Forbes article, there is a significant difference between managers and leaders. Just because you have workers answering to you does not mean that they necessarily follow you, so to speak. People follow leaders, Walter explained, even if they do not report to them. The level of trust and respect is what sets leaders apart from managers."



Assertiveness versus Aggression

There is a BIG difference between being Assertive and being Aggressive, though often individuals tend to confuse the two. For example, one of our very own trainers, (for the purpose of this article let’s call him Dennis) used to have a negative connotation associated with the word ‘Assertive’ because he used to work for a very assertive supervisor, or so he thought! But, in fact, this supervisor was displaying very aggressive tendencies. Once Dennis learned the difference between the two and how to properly assert himself using the behaviors and verbiage of our Influence Styles, he now fully embraces being assertive when the situation calls for it. Read more...

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Situation Management Systems Inc.
98 Spit Brook Road, Suite 201
Nashua NH 03062-5737
Phone: (603) 897-1200