Upper level managers and supervisors are often seduced by their own pressures to perform themselves. They then assume that motivating or pressuring others to perform is humane and also that performance evaluation is useful. There is much empirical data to show that performance appraisals only serve to constrain the system and decrease productivity. They thereby fail to create trust and instead create a defensive cycle of behavior and communication. Decades of research has shown that trust is the key variable in creating productivity and satisfaction in the workplace environment.
Effective managers know that trust is the key and critical factor in all human relationships.
The leadership team meets for an additional two days following each weekend or three day workshop. These follow up meetings provide advanced personal and professional development opportunities. We deepen the community spirit that we all created together during the workshop. We build a higher trust environment where significant, deep and meaningful work can happen and we apply it to our personal and organizational development. This group takes action steps, plans ongoing activity and examines the weekend and the benefits for ways to apply trust community to family and organizational life.