I've been sawing away on a related idea: trustworthiness. In particular, how fragile it is. Not just to deliberate acts, but to neglect as well. I think credibility is in a similar position. Your article has left me with a question to ponder over the next few days: What can we do to make our organization's credibility (and trustworthiness) more anti-fragile, as Nassim Taleb might put it.
As our friend from Down Under would say, I'll be snaffling these ideas.
Thank you, Gregory. I’m with you in that credibility and trust are near cousins. Maybe even siblings. In my mind, credibility breeds trust, which is why I tend to focus on the former. What you’re getting at, and I agree, is that the end goal is the latter.
How do we make credibility a sustained organizational trait? I find that the best way to make a cultural value stick is to create awareness and model it. In one example, staff meetings can begin with questions like, What have we done this week/month to bolster our credibility? Let employees provide creative responses, shout each other out, and deepen the definition of credibility itself.
That’s one of many angles. I’d love to hear others.
Brilliant article, Susan. Again!
I've been sawing away on a related idea: trustworthiness. In particular, how fragile it is. Not just to deliberate acts, but to neglect as well. I think credibility is in a similar position. Your article has left me with a question to ponder over the next few days: What can we do to make our organization's credibility (and trustworthiness) more anti-fragile, as Nassim Taleb might put it.
As our friend from Down Under would say, I'll be snaffling these ideas.
Thank you, Gregory. I’m with you in that credibility and trust are near cousins. Maybe even siblings. In my mind, credibility breeds trust, which is why I tend to focus on the former. What you’re getting at, and I agree, is that the end goal is the latter.
How do we make credibility a sustained organizational trait? I find that the best way to make a cultural value stick is to create awareness and model it. In one example, staff meetings can begin with questions like, What have we done this week/month to bolster our credibility? Let employees provide creative responses, shout each other out, and deepen the definition of credibility itself.
That’s one of many angles. I’d love to hear others.