I may owe a former client an apology. But, then again, maybe not.
I’ll let you decide.
Five years ago at the end of seminar I delivered on The 3 Strategies to Create a Championship Company an attendee, Garry, came up to me to ask me a few questions about a situation in his company.
We had a brief exchange during the 90-minute seminar and I had a general idea of the challenges he was facing but not the full extent.
After listening for a minute or two I told him, “it sounds as if you have a communication problem.”
In this case study interview video he admits that he didn’t believe me at the time.
But, he hired me anyway.
We worked together for four-six month stretches over a 18-month period after which his work environment and relationships with his employees were transformed.
At the end Garry admitted I was right, that his workplace issues were caused by poor communication.
Lately, though, through other similar client work I’ve come to believe I may have been wrong in diagnosing Garry’s underlying problem.
If we look at how things transformed and what the real difference was that made the difference after our work together, the real issue was “trust,” between Garry and key members of his staff.
I find that time and again.
So, I’m beginning to think that I was technically wrong in my original assessment.
But, not really. Because it was the poor communication that led to the low trust.
But, the argument could also be made that low trust caused the communication between Garry and his employees to be such that less than optimal.
If there is a low trust between two individuals it will impact the communication between them.
People will surely communicate differently in low-trust vs. high-trust environments.
My question to you is, what comes first low-trust or ineffective communication?
Does the low-trust cause ineffective communication, or does ineffective communication cause low-trust?
Leave a comment below and let’s explore this together.
‘til next time, remember, Communicate With Power!