Webinar: How To Build A Successful Work Environment Where Trust and Cooperation Thrive

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  1. Diana Haffner

    Hi Dianne,
    Nice job on the video. I like the way you went slow and followed along with the screen shots. I think this 45 minute segment would make anyone think about their own environment and hopefully want to improve their company culture.
    Thanks for inviting me to join!

    • Dianne Crampton

      You are welcome, Diane. I wanted to lay this out so that leaders are aware of good action planning steps that employees will champion when given the opportunity. We start the next TIGERS Team Wheel training in May for leaders who want to bring this information in house. We make room for a maximum of 15 participants so that we can stop during the training and respond to comments and questions.

      What do you see as the barriers leaders often face when they desire to improve their work environment?

  2. Jo Ann Hand

    Thank you Dianne this was a great resource and reminder that it doesn’t take much to build a healthy work environment. Maslow’s hierarchy of needs reminds us that is the basic needs that at times keep us from our full potential. Unfortunately the work environments around Bend are really unstable so as an employees their fear gets in the way.

    Great Webinar and recommended it on FB. Have a great day!!

  3. Dianne Crampton

    Jo Ann,
    It really doesn’t take much. I do think that leaders who pay attention to employee needs as well as business goals create work enviornments that are balanced and enviornments employees are loyal to. And, thank you for referring this because I will be responding to comments and questions over the next week.

  4. Alex Dail

    My personal favorite part of your presentation was pointing out that trust is the oil that make relationships work. In extending your simile, that trust is like oil, I would say also that there are conditions that can stress oil. Just like a car that is driven under hard conditions the oil will wear out sooner there are conditions that wear on trust. Trust may not be ruined in a day; but conditions may cause it to gradually lose its ability to lubricate relationships. This can come from things like an “I got you environment.. .” people not pulling their weight, or more is requirted of employees but less is given to do the job.

    • Dianne Crampton

      Very true Alex. Just like maintaining a car, we do need to change the oil, too. This happens with good leadership maintenance activities such as making sure communications are pro-active and positive, group ground rules are in the forefront of team member’s minds and getting on top of trust damaging behaviors right away. You mention people not pulling their weight or not having the resources to do their job correctly. This is extremely frustrating for people. Yet it happens frequently because to build a TIGERS-type team, you also need TIGERS-type leaders who demonstrate trust, interdependence, genuineness, empathy, risk and success, too. I like your two examples because they speak to interdependence and success factors, which influence and TIGERS leadership competence.

      And, I agree, trust erodes. It is absolutely important to fill the reserves and perform routine team maintenance.

  5. Debra Zimmer

    I loved the presentation. I too loved how you tied it back to Maslow’s hierarchy of needs. I learned a lot and realized I need to buy your book! I don’t have employees right now, but can see how this applies in so many other areas of my business and life.

    • Dianne Crampton

      Debra thanks for stopping by and for leaving a comment.

      Understanding the psychological needs people want satisfied truly removes the mystique from human motivation. I do show in the book, TIGERS Among Us, one company that broke these needs down into minute detail resulting in company growth from zilch to nearly a billion in annual revenue within 10 years with fewer than 2,000 employees. There is another company we also write about with 10 employees and $10 million in revenue that achieved similar results.

      So, I am happy you zoned in on Maslow for your own growing business. And, this applies to both virtual as well as intact teams.

  6. Tony Lacertosa


    Most people who view this webinar will think of the information provided in terms of business organizations. However, as a long time educator, I can tell you that everything you discussed here is also very appropriate for schools.

    It seems that all of the discussions about how to improve our schools revolve around teacher evaluation systems, standardized testing, and attracting more talented people to the profession, all while reducing funding every year. When teachers are asked what can be done to improve matters, many of them answer that they need to feel more support from administrators and the community, they need to know that their opinions are respected since they are the ones in the trenches everyday facing the challenges of teaching today’s young people, and they need to feel valued (this does not necessarily translate to “pay us more”) Many very talented educators leave the classroom every year because they do not work in an environment that provides these things for them.

    By applying the values discussed here throughout the school system, from central administration to the classroom, teachers would get more cooperation from their students, building adminstrators would have more engaged and less stressed teachers, and central office administrators would see higher rates of staff retention, greater parental support and improved academic performance system wide.

    • Dianne Crampton

      Tony, thanks for stopping by. You make some very good points. There are so many organizations that simply can not pay people more in hopes of creating a better work environment. This is especially true of other public sector and nonprofit organizations, too.

      How we develop work environments, express recognition, develop a sense of belonging, show kindness and support for others and give people the tools and support they need to be happy does not have to cost anything. Your point is so very well taken.

      There is also a new report that was just released yesterday that we posted for today that underscores the ROI value that recognition provides for performance management systems. Here is the link http://corevalues.com/collaboration/new-survey-reveals-growing-impact-of-recognition-programs-on-performance-management/

      So, thanks again, Tony. Your insights are invaluable.

  7. Scott

    Dianne, Thank you for a thoughtful description of the effects and economies of healthy and poor trust. All relationships flourish or diminish by the level of trust. Working with teams to overcome the “trust baggage” or “trust filter” is an interesting adventure. As organizations grow, do you feel clear and compelling vision, mission, strategies, and goals are rallying points that keeps the impact of new team members from influencing the existing culture in negative directions? Obviously people pay more attention to what we do rather than what we say, therefore consistencey is critical. This is an area I am working on all the time within our organization.
    Thank you for the invitation to participate, great job.

    • Dianne Crampton

      I do believe these are rallying points. But even more important, how you onboard new employees so they understand the culture and behaviors that support it is also very important.

      Let’s face it – stuff happens in organizations. And, since 2008 tons of stuff has happened. How trust issues were resolved or not (since trust has emotional impact) is also an ongoing issue for many organizations. That is why onboarding is so important to transition new employees into clear goal expectatioins and role fulfillment is also important.

      The saying goes, go slow to go fast. Often it is the other way around and when it is vision, mission and goals often part ways with confusion.

  8. Dianne Crampton

    So glad this webinar is available again. Such great information.


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