Building trust is a skill, not a character trait. Trust can be measured. Because of that, it can be deliberately strengthened and improved upon.

the term ‘to trust’ means ‘to believe something is true.’

We don’t trust others because of four concrete reasons:

1. We don’t believe they have the skills or knowledge to get the job done.
2. We don’t trust that they are experienced enough to do the job well.
3. We don’t trust people because they are different from us, do things differently than we would do.
4. We don’t trust that people deliver consistently.

If one or more of these criteria are not being met, we just don't believe it to be true that the person in question will do the proper job for us. We just don't trust them.

Our job is to review where the trust progression is broken - and then fix it.

From now on out, let's do good things by developing and building trust.

Stop labeling people as being 'not trustworthy.'

Take judgment out, look at which trust pillar needs fixing, and bui...

Last weekend, we celebrated more than just Independence Day. We came back alive.

Are you prepared?

The time for coping and learning has officially ended and we are now in a growth period of unique opportunities.

It was so great last weekend to see the amazing bands of Austin, the artisan stands, the kids’ rides, local breweries, and food choices.

How are you preparing to be ready for the biggest comeback story since the Spanish Flu of 1918?

I shot this quick video training on The Secret to Lasting Change.

Yes, it will be the Roaring 20s all over again.

But, we have got to work at it.

Let’s remember that for many, the Roaring 20s were more like Grapes of Wrath.

Sometimes change is easy, like coming out to celebrate after a long lockdown.

Most of the time, it requires work.

It’s not that people do not want to or cannot change.

It’s just that our nerves do not play game. Literally.

Have you ever wanted to go on a diet, but then decided to do it next week after the family BBQ ...

Understand that complaints are really just questions not asked or requests not made - and the entire dynamic will change with just one single question.

Ask any woman in the world what upsets them most in an argument at work or at home.

It is rarely the outcome of a conversation.

Most likely, what bothers them more is that they were not listened to, seen, heard, or respected.

That is also true for direct reports, #lients, team members, peers. and kids.

The issue so often is not winning at all costs but how the decision was made.

And I will add that how both parties feel at the end matters.

Interesting fact: Only women showed up for my workshop on how men can connect better with their female colleagues and peers.

This is a reflection of the challenge that women experience at work every day:

• Not embedded as much in corporate networks as men.
• Not receiving as much constructive feedback as men do.
• Not having access to the same information as man do.
• Do get judged harsher and penalized harder for mistakes than men.

Neither men nor women tend to do well in such an environment. It makes it so much harder to:

• negotiate well
• speak with confidence
• share ideas openly

Science does not support that women have different communication styles than men. Men respond to unsupportive environments exactly how women do.

The real issue is that women are disproportionally put in environments, created by men, in which thriving is hard.

Men have a moral and ethical responsibility to create safe spaces and an inclusive work environment for and in teamwork with women.

When I as...

Are you ready for closing the stubborn gap between men's and women's advancement at work?

How would it be if women had new ways of getting a promotion, earn more money, and take that seat at the table?

What would happen if you acknowledged that your strategies for career advancement may have served you once, but are no longer working?

Women tend to rely on the following ideas about their value and accomplishments:

1. People will (or should) automatically recognize great work and reward them for it – either with a promotion or increased pay.
   
2. People will remember what they did and how they contributed.
   
3. Bragging is unpleasant and abrasive behavior. It’s a turn-off professionally and personally, so it should be avoided.

In reality, the issue is not that most people are ignorant of our accomplishments. They simply forget. We even tend to forget many of our own accomplishments as we deliver them day after day. A fact that comes clear to mind before and during performance appraisal me...

If I’ve learned anything from working with some of the highest performers in the world, including billionaires, millionnaire business owners, CEO, and my very own, then it is that they all have a sense of absolutely necessary to excel. In other words, we must know our WHY.

When the going gets rough, and rough it will inevitably get, we need a strong reason to pull through.

It does not have to be a change-the-world WHY. One of my clients wants to give his parents a comfortable retirement. Another one wants to get her children through college so that they stand a fighting chance in life.

To speak with Brendon Burchard: "You must get more emotionally committed to what you are doing, and reach that point where success (or whatever outcome you’re after) is not just an occasional preference but a soul-deep necessity."

Here is a short exercise that I learned from Dean Graziosi. I hope you will find it as beneficial and powerful as many of my clients have.

Zoom fatigue is a myth. There are only bad content and boring meetings AND presentations that tire people out. How do I know that? Workplace dating has actually increased during the pandemic and it happens in Zoom. So, let's make sure we keep our Zoom meetings as vibrant and engaging for more engagement - sans the dating.

PS. I help senior executives who struggle with transforming their teams lead change with clarity, courage, and connection.

Whenever you are ready, every Tuesday I teach a class on High Performance habits. You can join them here: https://www.teamlawless.com/leadership-clarity-workshop

And if you ever want to get some 1:1 help, we can jump on a Zoom call, and brainstorm, how we can raise you to the next level of clarity, courage, and connection to transform yourself and your team: https://andrew-lawless.mykajabi.com/coaching-application-form

In two years from now, we want to look back at these times and be proud of how we handled ourselves. We want our children to be proud of the role models we have been for them.

But in times of distress, when we are in transition, it can be hard to muster the energy to be that person. In this presentation, you will learn how to activate yourself now. Certified High Performance Coach, Andrew Lawless will share:

• The one life strategy that changes everything
• How to set and reach new standards for yourself
• What the most successful people do to get what they want
• Why your current struggle sets you up for growth
• The actions you need to take right now to get back into the game

You will leave this session inspired to come out of your transition with a new version of yourself. You will have a simple concept for next steps to new opportunities, relationships, and careers.

(Recording of the session to the COO Forum)