The service that Lindsay provides with Winslow Behavioral Assessment is the best I have ever worked with. The predictions of on the job success is phenomenal.
L.G., Corporate Director HR Midwest Group at Superior Industries International

Would you be surprised to learn that people say or do almost anything to get a job? Would you be surprised if people "fibbed" a little during an interview? Would you be surprised that personal references are not always honest? Finding traits associated with job performance takes a special test, a special process to build a unique answer key and some special scoring tools. A great deal of your employment success depends on your ability to measure AIMs (i.e., for Attitudes, Interests, and Motivations) during selection.
Dr. Wendell Williams Ph.D.

Behavioral assessment testing is the most objective, economical way of obtaining necessary information for predicting an applicant’s probability of success in any position.
Dr. Denis Waitley

 Speed of Trust™ Workshop

Trust = Speed = Results

"Remember, when you were made a leader, you weren't given a crown, you were given a responsibility to bring out the best in others. For that, your people need to trust you." -- Jack Welch, former CEO, General Electric

Leading at the SPEED of TRUST™ workshops are one - two day executive or management level sessions covering issues of "trust" as they relate to your organizations specific challenges. 

Low trust can and does slow your workforce to a crawl with redundancy, bureaucracy and micromanagement. Our goal is to help your leaders increase and inspire trust, thus decreasing costs and increasing performance and productivity.

Process Overview - Leading at the Speed of Trust

Because trust is truly the operating system of your organization, our goal goes beyond implementing a training program.  The purpose is to upgrade the operating system, so to speak.  To create a high trust culture where the language of trust and the behaviors aligned with trust become a strategic lever to dramatically increase the results you are trying to achieve.

What we have learned, is that every interaction, every work project, every initiative, every communication, every strategic or tactical imperative you are trying to accomplish is affected positively or negatively by trust.  If your organization enjoys a trust dividend, then trust becomes the great ‘performance multiplier’.  If, on the other hand, your organization is paying a trust tax, then everything you do takes more time, costs more money and the outcome in terms of quality and effectiveness goes down which ultimately impacts the customer.  Because trust is the one thing that changes everything, it is without question the most important strategic lever you can focus on.  And our experience tells us that you can impact it faster than you think!

Our process will help individuals and teams See, Speak and Behave differently regarding trust. It will help them repurpose and refocus their day-to-day work on results – and on the primary driver of high performance and results…Trust.

Step 1 - Identify how you will measure the impact of this process.

This should focus on three categories
1- the general trust level inside the organization
2- the specific behaviors that create/destroy trust
3- the economic impact of the trust level inside the organization. 

 ** We typically use the Organizational Trust Audit as a baseline, and then re-profile a few months later to compare results.

 You will need to examine the low trust organizational taxes and high trust organizational dividends.  You are already likely measuring some of these things…like turnover, engagement, ethics, customer churn, etc.  Which ones are important to you? What are the trends over the last 2-3 years, etc.?  How do you currently measure them?  What is the economic value of positive movement in these categories?  What other economically relevant metrics do you currently measure that are impacted by trust?

Step 2 – Create learning process and delivery timeline. 
The greatest impact of this process resides in 3 factors: 

1- what is done before the training event
2- the event itself; is it designed around your specific work issues, initiatives, etc…and is it personally impactful? 
3- the work that is done after the training event-where the majority of the behavior change takes place

Step 3 – Deliver the learning process

Step 4 - Evaluate What have been the results on trust itself and the impact of increased trust, i.e., turnover, collaboration, innovation, churn, growth, partnering etc?

Organizational, Team and Executive Audits

Are great tools to help you uncover areas within your organization’s culture that need improvement. Sometimes we are simply too close to the problem or too overwhelmed to know where to begin. These audits provide a cultural survey that enables you to then move forward and develop “best practice” responses.

 Survey is taken online... please call for details.

13 Behaviors:

 Measure the levels of trust within your organization and identify any disconnect to the 13 Speed of Trust Behaviors:

• Talk Straight – Honesty and truthfulness. Demonstrating integrity. Not manipulating or distorting the facts.
• Demonstrate Respect – Genuine care for others. Treating everyone with respect, especially those who can’t do anything for you.
• Create Transparency – Tell the truth in a way that people can verify. Be open and authentic. Don’t have hidden agendas. Don’t hide information.
• Right Wrongs – Make things right when you’re wrong. Apologize quickly. Don’t cover things up. Don’t let personal pride get in the way of doing the right thing.
• Show Loyalty – Give credit to others. Speak about people as if they were present. Don’t badmouth people behind their back. Don’t disclose others private information.
• Deliver Results – Establish a track record of results. Get the right things done. Be on time and within budget. Don’t overpromise and under-deliver. Don’t make excuses for not delivering.
• Get Better – Continuously improve. Increase your capabilities. Develop feed-back systems – both formal and informal. Act upon the feedback you receive. Don’t assume your knowledge and skills today will be sufficient for tomorrow’s challenges.
• Confront Reality – Take issues head on, even the “undiscussables.” Address the tough stuff directly. Remove the “sword for their hands;” Don’t bury your head in the sand.
• Clarify Expectations – Disclose and reveal expectations. Don’t assume that expectations are clear or shared.
• Practice Accountability – Hold yourself accountable. Hold others accountable. Take responsibility for results. Don’t avoid or shirk responsibility. Don’t point fingers or blame others when things go wrong.
• Listen First – Listen before you speak. Don’t assume you know what matters most to others. Don’t presume you have all the answers – or all the questions.
• Keep Commitments – Say what you are going to do. Then do what you say you are going to do! Make commitments carefully and keep them at all costs. Don’t break confidences.
• Extend Trust – Demonstrate a propensity to trust. Learn to extend trust to others based on the situation, risk, and character and competence of the people involved. Don’t withhold trust because there is risk involved. “Trust and verify.”

 Speed of Trust™

* Trust is a powerful accelerator to performance and when trust goes up, speed also goes up while cost comes down.

This fast-paced, interactive course was developed by Stephen M. R. Covey.

For Pricing and Availability Call Today!

1-888-805-7845

MasterCard and VISA accepted.

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