Eroded trust and strategy execution challenges

I'll never forget reading my 360 feedback. "Dora prioritizes harmony and being liked over speaking uncomfortable truths." That hit hard. Because they were right. My team didn't need a cheerleader. They needed a leader. Since then, I've noticed similar patterns with the clients I coach. These habits look helpful,  but they erode trust: 1. Volunteering Your Team Without Asking ↳ You promise to help before checking capacity ↳ "Let me check our team capacity and get back to you tomorrow" 2. Pretending to Love Their Hobbies ↳ CEO mentions wine, you become a fake sommelier ↳ "I don't know much about wine, but I'd love to learn. What got you interested?" 3. Making Every Decision by Consensus ↳ You poll 12 people, still gathering input 6 weeks later ↳ Get input from 2-3 key people, then make the call and own it 4. Avoiding Difficult Conversations ↳ Top performer is rude, you drop hints instead of addressing it ↳ "I've noticed tension with the team. Let's talk about what's happening" 5. Over-Apologizing for Tough Decisions ↳ Your excessive apologies create team panic ↳ "We need to cut 10% from the budget. Here's why and how we'll handle it" 6. Trying to "Save" Struggling Team Members Alone ↳ You quietly redo their work at night ↳ "I've noticed you're struggling with X. What support do you need to succeed?" 7. Hiding Challenges to Keep Everyone Comfortable ↳ Major client threatens to leave, but "everything's great!" ↳ "Our client has some concerns, here's our plan" The fastest-rising leaders I work with all share one trait:  They'd rather be respected than liked. It's uncomfortable. It's also why they rise. ♻️ Repost to help your network ➕ Follow Dora Vanourek for more

With 61% of consumers saying that businesses actually make their lives harder, consumer skepticism directly hits your bottom line. To weather the storm, companies like Patagonia and Southwest use authenticity checkpoints to screen growth initiatives against core values. Rather than check-the-box exercises, these filters preserve the reasons that your customers choose you. The payoff? Organizations maintaining trust during growth can turn a 5% increase in retention into a 25-95% revenue boost. I recently worked with a client facing the classic warning signs: rising CAC, slipping conversion rates, and increasing pricing pressure. Despite this, they were hitting growth targets. So what was wrong? Their customers were losing faith in them. My client was not alone. Qualtrics research shows only 50% of consumers have confidence in the brands they do business with—a metric that hasn't improved since 2020 despite massive CX investments. My client realized it was a P&L emergency. Trust erosion is a vicious cycle that directly impacts unit economics through higher acquisition costs, shorter customer lifecycles, and vanishing price premiums. A small number of aggressive tactics had tarnished the credibility that made my client's growth trajectory possible. So they decided to create authenticity checkpoints—systematic filters that evaluate growth initiatives against core values. With hard work, their ACVs are rising, their clients advocate for them, and their CAC has stabilized. What makes effective authenticity checkpoints? Five critical elements: - Decision filters to evaluate initiatives against founding principles - Product validation processes that preserve core differentiation - Regular operational reviews to ensure a consistent customer experience - Values reinforcement for team members, beyond onboard - Structured forums to identify and address emerging vulnerabilities Implementing these checkpoints starts with three simple steps: audit your recent growth initiatives for authenticity impact, map your specific vulnerability points, and create accountability with dedicated resources and metrics. Read more here: https://lnkd.in/eJbTcVMa __________ For more on growth and building trust, check out my previous posts. Join me on my journey, and let's build a more trustworthy world together. Christine Alemany #Fintech #Strategy #Growth

Most leadership advice sounds the same: “Communicate better, empower your team, build trust.” Useful? Sure. But when you’re leading under pressure, those basics don’t solve the real friction. In my executive coaching sessions,I see leaders run into deeper traps, the ones that quietly erode influence, even when you think you’re “doing everything right.” Here are the 7  shifts that I’ve seen actually reset momentum in senior teams: → Audit invisible blockers: It’s rarely about motivation, it’s about hidden friction in process, clarity, or priorities. Diagnose before you prescribe. → Shift from goals to guardrails: Don’t just set outcomes, define what “not acceptable” looks like so your team knows their freedom boundaries. → Model vulnerability loops: Share what you’re learning in real time. It signals safety for your team to take smart risks. → Re-contract expectations: Don’t assume alignment, reset roles, priorities, and success measures every quarter. → Elevate second-line leaders: Your influence is capped unless you actively coach the people your team looks up to. → Anchor change with micro-stories: Instead of long memos, share 90-second stories that reinforce values in action. → Measure energy, not just output: Notice who’s leaning in during critical discussions, who’s disengaged, and why  those signals often predict performance dips before metrics do. I once worked with a COO who simply “re-contracted” expectations with their leadership team mid-quarter. That small move stopped a major project from drifting off course not because people weren’t working, but because alignment had quietly slipped. Of course, context matters, market shifts, resources, and timing all play their part. But when leaders apply these shifts, I’ve consistently seen teams regain momentum, rebuild trust, and re-ignite execution even under pressure. These aren’t theories, they’re practical tools Save this for your next leadership challenge. And tell me, what’s the hardest leadership shift you’ve had to make? #LeadershipUnderPressure #ExecutiveCoaching #LeadWithImpact #TeamAlignment #LeadershipShift

Your employees don't trust you, and your big promises aren't helping. After multiple years of disruption—including layoffs, shifting work models, and the rise of AI—trust in leadership is at a serious low. Our recent data at Emtrain confirms this: integrity scores dropped 5% last year, and accountability scores fell by 3%. Trust doesn't erode because of tough decisions alone. It breaks down when your team can't predict what you'll do next. Leaders often assume bold promises or inspiring speeches can rebuild trust quickly. In reality, trust depends entirely on predictable, reliable actions. Here's how to rebuild trust through predictability: 1. Make clear, specific commitments for the upcoming quarter—and keep them consistently. 2. Communicate regularly, even when there's nothing new to report. Your consistency signals stability. 3. When unavoidable changes arise, explain why early and clearly, and give your team sufficient notice. 4. Follow through by explicitly highlighting when you've delivered on past promises. I've personally witnessed this approach in action with a client undergoing significant leadership changes. After a rocky transition, the new executive team committed to three measurable goals for the following quarter. They delivered exactly as promised, then clearly communicated the results. Within two quarters, their trust metrics had risen by 12%. Rebuilding trust doesn't happen overnight, but it always starts with one clear, predictable commitment. Choose one promise you can absolutely deliver within the next 30 days—and deliver it without fail. That's how you restore trust. Not with big speeches, but with steady predictability and unwavering follow-through. I'd like to hear from others: What one specific commitment could you make (and keep) to begin rebuilding trust with your team this quarter?

The Hidden Foundation of High-Performance Teams I recently walked into a leadership team meeting filled with brilliant, accomplished executives. The strategy was sound. Resources were adequate. Yet execution was consistently stalling. The invisible barrier? A fundamental lack of trust. After two decades coaching leadership teams, I've found that strategic execution doesn't fail because of capability gaps or resource constraints nearly as often as it fails because of broken trust. Trust isn't just a cultural nicety—it's the foundation that makes true collaboration possible. Without it, your team will: • Withhold critical information and concerns • Engage in political maneuvering rather than direct problem-solving • Prioritize departmental wins over organizational success • Avoid the difficult conversations necessary for breakthrough thinking One manufacturing company I worked with transformed their performance by directly addressing their trust deficit before attempting any strategic initiatives. The CEO started by clearly articulating the organization's purpose and top 3 priorities, creating a neutral "common cause" around which the team could align. With this clarity of purpose and priorities, previously distrustful team members found common ground. They began to see how their individual objectives connected to the larger vision, reducing territorial behavior and enabling true collaboration. The sequence matters: Trust → Clarity → Alignment → Execution Even the most sophisticated strategic plan cannot overcome a foundation of mistrust. Start by building the psychological safety needed for honest dialogue, then clarify the priorities that will unite your team around shared purpose. What have you found most effective in building trust within your leadership team? Looking to transform your team's performance? DM me or follow Bruce Eckfeldt for frameworks that help leaders build the trust and clarity needed for exceptional execution.

Michael Beer, a Harvard Business School professor, identified six key barriers that quietly undermine organisational strategy execution. These "Silent Killers" prevent businesses from achieving their full potential. ☑ Unclear or Conflicting Strategic Priorities ↳ Misaligned goals confuse employees and dilute focus. ☑ An Ineffective Senior Team ↳ Dysfunctional leadership undermines collaboration and trust. ☑ A Top-Down or Laissez-Faire Leadership Style ↳ Overbearing or disengaged leadership limits innovation and buy-in. ☑ Poor Vertical Communication ↳ Fear or bureaucracy prevents honest feedback, leaving leaders in the dark. ☑ Poor Cross-Functional Coordination ↳ Silos and unclear responsibilities create inefficiencies and delays. ☑ Inadequate Leadership Development ↳ A lack of skilled leaders weakens change efforts and momentum. How to Overcome These Killers Beer emphasizes the importance of an open and honest dialogue to address these barriers: - Clarify priorities to align the organization. - Build cohesive leadership teams that foster trust and collaboration. - Encourage two-way communication for transparency and feedback. - Break down organizational silos to improve coordination. - Invest in leadership development to ensure long-term success. Strategy is only as strong as its execution. Identifying and addressing these barriers is critical to driving meaningful progress. Ps. If you like content like this, please follow me 🙏

Strategy-to-execution gaps can wreak havoc on organisations. It's therefore crucial to look out for the symptoms... In my experience working with a diverse range of organisations, these are the ones I often see stand out: FREQUENT CHANGES:   Strategy shifts often without clear rationale, leading to confusion and wasted effort as teams pivot without a clear direction.   The most successful organisation I worked for (HP Indigo) became a world leader, thanks to its phenomenal focus and determination.   We didn't really change any foundations over the decade (!) that I worked there!   TOO MANY COMPETING INITIATIVES   If there's no clear link between strategy and execution, the organisation will go off into countless directions.   If you're going in every direction, you'll get nowhere.   This problem is typically visible at the top already and it then affects the whole.     FIGHTING FOR RESOURCES   If there's strategic clarity and that is understood at every level, there's healthy debate about where to allocate resources. Without it - you have resource wars. This turns toxic very fast.     REDUNDANT EFFORTS   Different departments or teams work in isolation without considering the broader strategic context, leading to redundant efforts or contradictory initiatives.     LACK OF PERIODIC REVIEWS:   Absence of regular check-ins or reviews to assess alignment between ongoing projects and the strategic plan.   Basically, if we don't review progress and course correct, we're not in control of our destiny.     DECISION-MAKING BOTTLENECKS   Decisions are often delayed because they are constantly referred upwards, which shows a lack of clarity or empowerment at lower levels. To be successful we need to ensure decisions happen as close "to the action" as possible. Only possible if you have S2E clarity!     LACK OF ACCOUNTABILITY   If you're not really clear about what's important, there's no clear responsibility for implementing the strategy, or there are no consequences for not meeting strategic objectives. POWER SILOS:   In a healthy organisation, hard decisions should ultimately be guided by "what's right for the organisation". When there's misalignment this doesn't happen.   Here the role of the executive leadership is key. If they are aligned and work as a team, the rest of the organisation is much more likely to do so. DECLINING MORALE:   Eventually, if the direction and the road to get there is fuzzy, a sense of confusion or frustration sets in among employees, leading to decreased morale and motivation.   You need to treat these as orange or red flags when they come up and look at how to address them from a hands-on and holistic perspective.     Do let me know in the comments any other symptoms that you see in your experience!   Jakob #strategy #execution #leadership #management PS. If valuable, please LIKE, REPOST & FOLLOW ME for more. Thanks! My newsletter: https://lnkd.in/eG3v_sNZ

Not many people see difficult conversations as crucial for executing strategy, yet they are, and for several reasons. Strategy execution relies on alignment, accountability, and agility, all of which require open, honest communication, especially on uncomfortable topics. Alignment across an organization is vital. Strategies often involve change, which can be met with resistance. Difficult conversations ensure everyone understands the strategy, their role, and the importance of their contributions. For instance, addressing resistance to a new initiative through candid discussions can uncover and resolve root causes, and lead people in a common direction. Accountability is also crucial. When expectations aren't met, tough conversations about performance and results are necessary. These discussions maintain standards and ensure responsibilities are met. Without them, under performance persists unchecked, undermining the strategic effort. Leaders avoiding these conversations may signal that mediocrity is acceptable, eroding the organization's commitment to success. Additionally, difficult conversations promote transparency and trust. Open dialogue about challenges builds trust and encourages valuable feedback. This trust is foundational for collaborative problem-solving and innovation. Teams that trust each other share information, seek help, and work together to overcome obstacles, essential for adapting to changes and driving key initiatives. Agility, another key component, allows us to adjust to new information or shifting circumstances within our strategy. Difficult conversations can quickly address issues, re-evaluate priorities, and cause the right adjustments to happen. For example, a pointed discussion about a failing project can lead to a pivot, saving time and resources. Having difficult conversations reveal valuable insights. Front-line team members often carry different perspectives than those above them. Honest dialogue can uncover practical challenges and innovative ideas that might not surface in routine discussions. This bottom-up feedback is vital for leadership to "fill in gaps of understanding" and negotiate organizational dynamics. While inherently uncomfortable, difficult conversations are indispensable for effective strategy execution. Leaders who master them position their organizations for greater strategic success by navigating complexities with clarity and confidence, ultimately achieving results faster. #ceos #leadership #difficultconversations #strategyexecution

Your team doesn't trust you. Here's how I know. Count how many times this happened last week. If it's more than 3, you have a trust problem. And it's costing you more than you think. The signs are everywhere: They document every conversation with you. Not for clarity. For protection. The "Reply All" epidemic on routine emails. When people CC everyone, they're building witnesses. Meetings after your meetings are longer than the actual meetings. Real alignment happens in parking lots and Slack DMs. 💡 Reality: High-trust teams move 5x faster because they skip the CYA theater. I learned this watching a VP destroy her department in 6 months. Smart woman. Great strategist. Zero trust. Her team spent more time covering their backs than doing actual work. → Every decision required written confirmation. → Every idea needed email trails. → Every mistake triggered blame investigations. The result? Top performers fled. Innovation died. Productivity tanked. Here's what low trust actually costs: Time Tax: Everything takes 3x longer → Approval chains for minor decisions → Documentation over execution → Meetings to prepare for meetings Talent Tax: Your best people leave first → High performers won't play politics → They find leaders who trust them → You're left with those who can't leave Innovation Tax: New ideas stop flowing → Why risk anything in a low-trust environment? → People share safe ideas, not bold ones → Your competition gets your team's best thinking The trust builders that actually work: Do What You Say → Every broken promise is remembered → Small commitments matter most → Under-promise if you must, but always deliver Admit When You're Wrong → "I made a mistake" builds more trust than perfection → Take blame publicly, share credit privately → Your team already knows when you screwed up Give Real Autonomy → Stop asking for updates on everything → Let them own outcomes, not just tasks → Trust them to make decisions without you Kill the Politics → No meeting after the meeting → Say the same thing to everyone → Make decisions transparently 💡 Reality: I track trust through response time. When my team stops responding instantly to every message, I know they trust me to not micromanage. The uncomfortable truth? Your team's behavior is a mirror. If they're documenting everything, you've taught them to. If they're playing politics, you've rewarded it. If they're not taking risks, you've punished failure. Trust isn't built in team-building exercises or company retreats. It's built in small moments: → When you don't check their work → When you defend them publicly → When you keep their confidence → When you admit you don't know What trust-killing behavior have you witnessed? Share below 👇 ♻️ Repost if someone needs this reality check. Follow Carolyn Healey for more leadership truths.

Is your team paralyzed by complexity, or are you driving results with clarity and aligned execution? Far too often, companies get trapped in cycles of over-analysis and internal competition, where personal brand-building overshadows creating real business value. This environment not only slows progress but also erodes confidence and accountability, especially when leadership doesn’t set the tone or communicate a compelling vision. The path to transformation starts at the top, with leaders who clarify direction, build true alignment, and foster a culture where execution and action are non-negotiable. When advising C-level teams, I use a simple but powerful framework: 🤜 Clarify the vision and priorities, ensuring they are understood, not just announced. 🤜 Create real alignment by mapping team incentives and metrics to shared objectives, not individual fiefdoms. 🤜 Cultivate a bias for thoughtful action, making decisions and learning by doing, rather than over-analyzing or second-guessing. 🤜 Drive accountability with regular touchpoints and honest feedback, reinforcing wins and redirecting when needed. Model and reward the behaviors that build trust, momentum, and progress. Change doesn’t happen by chance, it happens when leaders commit to clarity, alignment, and action at every turn. #leadershipculture #getthingsdone #organizationalalignment #visionandexecution #growthmindset