Building sustainable long-term trust is essential for anyone who manages, leads, or hopes to lead people. Building that trust begins not with others, but with our own actions and behaviors. In times of uncertainty and rapid change, it is critical that leaders are aware of the ways in which they demonstrate their trustworthiness. And it’s equally important to be aware of the ways in which they demonstrate being untrustworthy.

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The world is hard to take right now, so I seek out ways to find joy, laugh, and be inspired. One way I do this is by turning off the news and listening to something uplifting that releases oxytocin, known as the bonding or love hormone. Lately, I’ve been listening to Julia Louis-Dreyfus’ podcast “Wiser Than Me” where she talks with older women she respects. She invites their stories and reflections with great curiosity. I always feel good after listening.

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There is a big gap in the nonprofit world, and it revolves around the skillfulness and desire for authentic collaboration. Nonprofits often feel they need to be territorial and competitive to survive. Collaboration isn’t always easy, but it is worth it. It reduces isolation in nonprofit work and creates better services and safety nets for those served.

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I see authentic community as one of the most effective tools for engagement, retention, innovation, and making sure goals are being hit. In an authentic community employees feel they are contributing to solving challenges. They feel valued, and experience intrinsic satisfaction from their work. When the people in the workplace have the opportunity to be seen and heard, especially around priorities and initiatives, buy-in and alignment is easier.

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My understanding is that the race to be the leader in the world of Artificial Intelligence is so great that the larger high-tech companies are now valuing only technical skills, certifications, and things that keep people with their nose-to-the grindstone longer … that nothing that even barely resembles employee holistic health or team development is being considered.

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We’ve become a people programmed for immediate satisfaction. I suspect that by not taking the time to feel yearning, we are missing out on a part of our journey, and some key answers, about what our heart desires. 

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Not every issue of job dissatisfaction stems from the organization. Some issues are due to an individuals’ lack of self-awareness and poor emotional self-management skills, which can exacerbate workplace challenges. Here are some real-life scenarios I’ve assisted with. 

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It is amazing to me how horrifying the idea of taking time off is to so many people. And I get it because I used to be the exact same way. Vacation-resistant clients are often the most stressed, overwhelmed, and short-tempered of my clients. So I start with baby steps. Together we identify an upcoming weekend and add a Friday and a Monday off. For many over-achievers, the idea of missing two days is enough to put them into their stretch zone.

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Have you worked with a person who is to valuable to fire but wreaks havoc and damages relationships by the way the communicate? The one that people are always complaining about? So instead of holding this person accountable for their communication, everyone at the company tries to work around them. People ask to be moved off their team. Perhaps people waste time creating workarounds to avoid direct contact. Or maybe you keep losing good people because they don’t want to work with them at all.Well, guess what? This person, this problem, is the kind of issue that I often am…

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I happened to listen to Dr. Sarah Wakeman (Harvard) on the Mel Robbins podcast. Dr. Wakeman outlines some biological and brain research facts on what happens in the body when alcohol is consumed. And I felt compelled to share. The awareness of what she shares in this podcast is just another piece of information to help you make choices in your own life.

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