Organizational trust Quotes

The great thing about David Poile and Nashville is they believe in the people that they hire and they stick with the people that they hire.

Our profession is built on the bedrock of trust - the trust that must inherently exist among Soldiers, and between Soldiers and their leaders to accomplish their mission in the chaos of war. Recent incidents of sexual assault and sexual harassment demonstrate that we have violated that trust.

Leaders must establish common purpose and build trust within an organization.

An organization believes in me to where I'm worth $163 million, possibly $200 million. When you put it in that form, the responsibility hits home.

Trust is the glue that holds an org together & the lubricant that moves it forward.

An intelligence officer in the field is supposed to keep his home office informed of what he is doing. That is quite true, but with some reservations, as he may overdo it. If, for example, he tells too much or asks for instructions, he is likely to get some he doesn't relish.

Technical problems can be remediated. A dishonest corporate culture is much harder to fix.

True leadership is moral authority, not formal authority. Leadership is a choice, not a position. The choice is to follow universal timeless principles, which will build trust and respect from the entire organization. Those with formal authority alone will lose this trust and respect.

The stronger the culture, the less corporate process a company needs. When the culture is strong, you can trust everyone to do the right thing. People can be independent and autonomous. They can be entrepreneurial.

When you have trust and you get that trust in place throughout the company, people are empowered — people are free.

Influence inside depends on outside loyalty.

Every organization of men, be it social or political, ultimately relies on man's capacity for making promises and keeping them.

It’s [the CIA’s] broken. It’s so broken that nobody wants to believe it.

If you don't have trust inside your company, then you can't transfer it to your customers.

There should be no effort, consciously or otherwise, that will lead to the erosion of institutional credibility and authority.

If I didn't believe in this team and this organization and the direction that we're headed, I wouldn't have signed the extension.

The value of an aware is inextricably linked to the character of the organization presenting it.

Trust strikes at the heart of our success at JetBlue. Trust is key to the speed of our growth. The Speed of Trust articulates better than any book that trust is the one thing that changes everything-in business and in life. With high trust, success comes faster, better, and at lower cost.

When trust permeates a ministry, great things are possible, not the least of which is an opportunity to reach the ministry's potential.

Organizations are no longer built on force, but on trust.

The highest compliments leaders can receive are those that are given by the people who work for them.

We're all shareholders. These guys below me, they see the CEO taking it easy, it's their money.

We treat employees as a member of the family. If management take the risk of hiring them, we have to take the responsibility for them.

Fortunately or unfortunately, the one predictable thing in any organization is the crisis. That always comes. That's when you do depend on the leader: The job of the leader is to build an organization that is battle-ready, that has high morale, that knows how to behave, that trusts itself, and where people trust one another.

We do benefit from the fact that once we say we're going to do it, people believe we can do it, because we have the resources. Google helps in that way: There aren't many funding mechanisms like that.