Last week I was interviewed by the worker’s organisation “Lederne” about how internal cultures can elevate people, leadership and organisations. These are some of the thoughts I shared. I have always been interested in leadership, culture building and growing a brand. A strong internal culture is the most important factor to succeed with long-term brand […]
I believe in trust-based management
MOT is built up by trust-based management, but there is something that is very important to get trust-based management work. You need managers with great character and integrity – and kindness.
Hire character. Train skill. Peter Schultz (Porche)
Somebody once said that in looking for people to hire, you look for three qualities: integrity, intelligence, and energy. And if you don’t have the first, the other two will kill you. Warren Buffet
And you need a clear basic system and a clear “playing style”. The MOT associates’ playing style is MOT’s internal compass to create a great brand, achievement, team and cultures.
Culture is not an aspect of the game, it is the game. Lou Gernstner (former CEO of IBM)
People are not your most important asset. The right people are. Great vision without great people is irrelevant. Get the right people on the bus and the wrong people off the bus. Jim Collins (author of the book Good to Great)
MOT’s «playing style»/internal culture for all local, national and global associates has eight points:
- We believe in the MOT Concept
- *We recruit right
- We live by MOT’s philosophy
- We create YIS experiences
- We strengthen awareness and courage
- We strengthen ownership and joy
- We strengthen what makes MOT unique
- We strengthen a team with the power to make things happen
*We recruit right:
Hiring the right people takes time, the right questions and a healthy dose of curiosity. What do you think is the most important factor when building your team? For us, it’s personality. Richard Branson (Virigin)
Hiring people is an art, not a science, and resumes can’t tell you whether someone will fit into a company’s culture. Howard Schulz (Starbucks)
I’d rather interview 50 people and not hire anyone than hire the wrong person. Jeff Bezos
I love trust-based management even if I have sometimes failed because I have given too much trust and ownership to people. I’m passionate about trust-based management even if I have seen the risk with it when I have recruited the wrong people. I know that too much ownership and trust can be dangerous. But what is the alternative? Is it not having trust in people and not giving them ownership? You don’t create a masterpiece without the best people. However, the best people you keep only by performing trust-based management. And with trust you get an efficient organisation with a lot of courage, ownership and joy.