CEOs

Edelman Trust Barometer 2018

Screen-Shot-2018-01-22-at-22.28.58-768x373The World Economic Forum is Davos is always exciting. While economic and political elites are discussing what should be on the business and government agenda for 2018, the global communications community looks towards the results of the annual Edelman Trust Barometer.

Now in its 18th year, the barometer, which surveyed more than 33,000 adults across 28 countries, showed a big drop in trust. As a professional communicator my main takeaway is the increased trust in CEOs (first year in a long time!) and the decreased trust in “a person like you”. The latter is pretty big news, seeing as peer-to-peer communications had been the most trusted form of communication in recent years. Maybe we have realized we are living too much in echo chambers.

Social media companies have also lost trust, with 70% of respondents agreeing that they do not do enough to prevent unethical behaviors. With more than 30% of those surveyed believing that social media is not good for society it will be interesting where this opinion takes us and if the big tech companies will start to do some rethinking about their responsibilities to society.

It seems business is now expected to be an agent of change. Nearly two-thirds say that they would like CEOs to take the lead on policy change instead of waiting for government. As Edelman says: “There are new expectations of corporate leaders. Nearly 7 in 10 respondents say that building trust is the No. 1 job for CEOs, ahead of high-quality products and services.”

What’s the reality in your company? Have you noticed a decline in peer-to-peer communication? How can we tackle disinformation within companies? And what can communicators do to empower CEOs to become agents of change in today’s society?

 

You can read the full report here.

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Putting people first

Not a day goes by without most of us not hearing, reading or using the word “transformation”.

And while we may find it easy to transform ourselves, for leaders to manage change can be difficult. Why? Because no one likes change or having to adapt to new situations. I see it every day when working with clients. Too many times we are putting the focus on the magic words of “efficiency” or “effectiveness” or “process optimization”, almost forgetting the special magic word “people”.

By putting people first, organizational change can be much better navigated. After all, it is the people who will be transforming the organization, so as leaders it is your task to enable them to do so – from creating the right motivation to giving them the tools and helping them thrive.

Jim Hemerling, Senior Partner at BCG, in a recent TED talk summed it up nicely in his slide of the five imperatives for transforming organizations with one common theme: putting people first

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