As the organizational dynamics of the American business continue to shift, one of the major points to be aware of for leaders is the fact that over time, the balance of power has shifted from lying almost entirely with the employer to a place where employees now wield considerable power in the traditional employer/employee relationship.

Forbes’ list of happiest workplaces in 2015 is filled with companies that have acknowledged these realities and put infrastructure and policies in place to accommodate their employees in ways that fulfill and enrich them personally.

For example, there are countless articles about Google’s innovations in HR, or what they call People Operations. But despite what some popular notions might suggest, these types of innovations are not about creating a playground for manufacturing “happy employees.” They are about creating the trust that fosters optimum creativity and collaboration among a company’s top talent.

Trust, however, is a bit more fundamental than policy—which makes it even more crucial if you want to see your company on one of those “best places to work” lists. If you want to develop a company where a foundation of trust is the starting point for everyone’s work, you need to do more than acknowledge that the future of work is now.

Before you call a meeting to address organizational trust issues, take a long, honest look at yourself. The ability to make real change, both personally and organizationally, starts with the ability to see things clearly. If you have a hard time seeing beyond your own perspective, the right coach can help you broaden your perspective.

So: how do you deal with your employees? Are you open with them? Do they hesitate before giving responses or are they uninhibited and forthcoming with their thoughts, ideas, concerns? How do your employees talk to each other? Are they openly collaborative or do they often need a mediator to find consensus?

If things aren’t running as smoothly in your company as you would like, take a few steps back. Assess the level of trust that is being displayed both between you and your colleagues, as well as between the employees. If you’d like to talk to a coach about developing trust in your organization, shoot me an email at or schedule a free 15 minute call with me, here.

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