1. Trust is particularly scant in the education arena, both in the public school systems and at the collegiate level. Although there are numerous leadership programs throughout the education industry for prospective and current leaders, many of those programs are weak, especially when addressing difficult, disgruntled, and hostile employee issues. This often results in weak leaders who are ill equipped to handle tough problems. Faculty often see administration as the enemy although nearly 100% of administrators come from faculty. Once a faculty member becomes an administrator, their faculty friends often fade away, leaving the administrator with a feeling of insecurity, ultimately becoming that weak leader everyone complains about. Few industries tolerate such insubordination.

  2. Employees are wise to distrust. Today’s “leaders” are more interested in manipulating numbers on a balance sheet than running successful companies. Retailers close profitable stores and manufacturers shutter productive factories in order to make a good bottom line look better. People are laid off, not because they are unneeded, but rather because layoffs inexplicably cause a jump in stock value. Employee benefits are slashed and retirement plans raided while executive bonuses go on to set records. What’s to trust? People may like and even admire their immediate boss, but even they can’t be trusted because in reality, when corporate leadership says “we need employee sacrifices” those front line bosses will make them lest they lose their own job. With all respect to Steven and his late father (their books are on my desk as I write this) the vast majority of corporations in the U.S. simply don’t buy into trust as a competitive advantage. It’s still a win at all costs world and they see trust as a “nice to have” option at best and a naïve notion at worst.

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