Trust & Leadership

Posted on March 17th, 2015 in Leadership Institute by Jan Bilgen

Developing trust with your coworkers is an integral part in order to have a productive work environment.  I know that it is hard for me to trust people at times, but it needs to happen so I can develop successful relationships. We all know that at the base of any relationship trust is required.  If we do not develop a sense of trust, a leader will most likely not have a good relationship with others.

Here are some ways to gain trust with your peers:

  • Do What You Say You Will Do – This the ultimate way to gain their trust. It means following through with what say you will do.
  • Trust & Nurture Them To Develop – To gain trust we need to trust others. It is a two-way street. We need to be patient and give them the time to grow and develop instead of forcing the issue.
  • Do The Right Thing – Regardless of whether or not anyone is watching you, integrity cannot be compromised. It takes many years to establish your credibility, but it only takes a few minutes to ruin it.
  • Care For Your People – Before we ask our people to do something for us, we must appeal to them and touch their heart.
  • Serve Your People – When we serve our people, we ensure that their interest is taken into consideration. By doing so, we don’t focus on who gets the credit. Our focus shifts to getting the job done.

Developing trust is vital to any relationship.  I know for some it might take quite some time for trust to develop, since it can easily be broken, but when it develops it will be worth it!


Conflict in the Workplace

Posted on March 10th, 2015 in Tips and Secrets by Jan Bilgen

It is unfortunate that not everyone gets along. There are multiple personality types and leadership styles that do not mesh with everyone. In order to create an environment that is conducive for everyone, we must learn how to adapt to peoples style and seek to understand the issue.  This post will provide you with 6 tips on how to do deal with conflict in the workplace.

Be positive

This is perhaps the most essential part of conflict resolution.  If you are looking at all problems and conflicts through a negative lens, you are not going to find an efficient and productive solution.  Look for the best in each side of arguments or parties involved and try to highlight these views or ideas so that they can be the foundation of a solution that all parties can agree upon.

Define the issue at hand

Oftentimes conflicts are brought about by misunderstanding or miscommunication.  This is why it is important to define what the problem is, so that people understand why there is a disagreement.  Doing this will make sure no one is arguing unnecessarily and can save time and energy.

Do your homework

Make sure you understand the other person’s views.  As mentioned above, conflict is often the result of a misunderstanding, so be sure you understand why other people feel the way they feel.


Trust is absolutely vital to having a workplace that functions efficiently and productively. It is also extremely important when it comes to conflict management and resolution.

If people trust their coworkers and their superiors to do what is in the best interest of the company as a whole, then people will be more likely to accept resolutions that they did not initially prefer.

Encourage discussion

In situations where people disagree, ignoring people’s opinions or views will only make things worse.  If someone feels as if they haven’t been taken seriously or given a chance to explain why they hold a belief, it will leave them feeling left out or that their opinion isn’t important.

Stick to the facts

Emotions can flare during a conflict, and remembering that the facts are important is essential.  If you handle a conflict based on the facts, and solve it accordingly, emotions will settle because the right decision will have been made.

You do not have to like everyone you meet, but it essential to respect others.  Being that most people work with the same individuals on a regular basis, it is important understand how you function, as well as others.


What Type of Leader Are You?

Posted on March 3rd, 2015 in Perspectives on Leadership by Jan Bilgen


It is important to know your leadership style so you can be an effective leader.  There are a multitude of different styles, but here are a few important ones that I retrieved from


A laissez-faire leader lacks direct supervision of employees and fails to provide regular feedback to those under his supervision. Highly experienced and trained employees requiring little supervision fall under the laissez-faire leadership style. However, not all employees possess those characteristics. This leadership style hinders the production of employees needing supervision. The laissez-faire style produces no leadership or supervision efforts from managers, which can lead to poor production, lack of control and increasing costs.


The autocratic leadership style allows managers to make decisions alone without the input of others. Managers possess total authority and impose their will on employees. No one challenges the decisions of autocratic leaders. Countries such as Cuba and North Korea operate under the autocratic leadership style. This leadership style benefits employees who require close supervision. Creative employees who thrive in group functions detest this leadership style.


Often called the democratic leadership style, participative leadership values the input of team members and peers, but the responsibility of making the final decision rests with the participative leader. Participative leadership boosts employee morale because employees make contributions to the decision-making process. It causes them to feel as if their opinions matter. When a company needs to make changes within the organization, the participative leadership style helps employees accept changes easily because they play a role in the process. This style meets challenges when companies need to make a decision in a short period.


Managers using the transactional leadership style receive certain tasks to perform and provide rewards or punishments to team members based on performance results. Managers and team members set predetermined goals together, and employees agree to follow the direction and leadership of the manager to accomplish those goals. The manager possesses power to review results and train or correct employees when team members fail to meet goals. Employees receive rewards, such as bonuses, when they accomplish goals.


The transformational leadership style depends on high levels of communication from management to meet goals. Leaders motivate employees and enhance productivity and efficiency through communication and high visibility. This style of leadership requires the involvement of management to meet goals. Leaders focus on the big picture within an organization and delegate smaller tasks to the team to accomplish goals.

If you do not know what type of leader you are, there are many different quizzes online that will be able to help you. Here are a couple:

Here is the website link if you are interested in more information: