Justin Bateh, PhD's Linkedin Analytics

Trust isn't earned in big moments. It dies in small ones. My own boss at a prior company once, asked me how he lost the team's trust (including mine). It wasn't one big moment. It never is. After 20 years of building teams, I've learned trust dies in whispers, not bangs. Here's the real damage I've witnessed: 1/ The Silent Kills → Taking credit in private executive meetings → Watching others get blamed for your calls → "Forgetting" to mention key contributors 2/ Death By Paper Cuts → "I'll get to it today" becomes next week → 1:1s cancelled when times get tough → "Quick fixes" that create technical debt 3/ Convenience Over Truth → Bad news gets "reframed" until good → Team issues masked as "growing pains" → Reality filtered to protect feelings 4/ The Missing Voice → Quiet when your team gets thrown under → Political safety over painful truth → "That's above my pay grade" cop-outs 5/ The Culture Facade → "Open door" policy with closed minds → Values preached but never funded → Transparency until it's uncomfortable 6/ Leadership Theater → Trust falls at offsites → Mission statements without resources → "People first" until profits dip Truth is: Trust isn't lost in crisis. It's murdered by a thousand compromises. What small betrayal changed everything?

Avoiding tough talks is a direct path to losing team trust. Here's how top leaders handle conflict: 1/ The Real Problem → Leaders stall, hoping conflict resolves itself → Feedback gets softened until it’s meaningless → The issue festers, and performance suffers 2/ Why It Matters → Projects halt because no one says what needs to be said → The wrong people stay in the room, the right ones leave → Culture declines and misalignment becomes the norm 3/ The CLEAR Framework → Cut the Fluff: Skip the warm-up and get to the point → Label the Behavior: Focus on actions, not identity → Explain the Impact: Make it real, why does it matter? → Ask for Alignment: Invite a response, not a lecture → Recommit or Redirect: Don’t end vague, end with clarity 4/ What Happens Next → Tension goes down, not up → People feel respected, not ambushed → Projects move forward, with trust, not silence 5/ Why You Need This → Leading isn’t about avoiding discomfort → It’s about creating clarity when others won’t → This framework gives you the words to do it right If you lead teams and want less drama and more alignment, this session is for you. Tough Talks Made Simple: Handling Project Conflict with the CLEAR Framework 🗓️ June 26, 12:00 PM EDT 📍 Free to join on Zoom 🔗 Sign up here → https://lnkd.in/eNdRd5GR Can't make it? Signup to get the replay. ♻️ Repost and follow Justin Bateh, PhD for more.

A job pays the bills, but a toxic culture breaks your spirit. Here's what most people miss: 1/ Culture isn't in the perks → Free lunch won't fix bad leadership → Office games don't replace respect → Benefits can't buy peace of mind 2/ Growth happens in safety → Fear kills creativity → Anxiety blocks innovation → Trust unlocks potential 3/ Peace costs more than salary → Mental health > Higher pay → Sunday anxiety isn't normal → Your well-being isn't negotiable 4/ Real respect shows quietly → It's in how they treat mistakes → How they handle disagreement → Whether your voice matters 5/ The right culture multiplies → Good environment = Better work → Better work = Faster growth → Faster growth = Real success Remember: A job pays your bills. The right culture builds your future. What's one non-negotiable in your next role? PS. Download the free PM Toolkit: frameworks, KPIs, AI tools, and day-one templates here: 𝗵𝘁𝘁𝗽𝘀://𝗹𝗻𝗸𝗱.𝗶𝗻/𝗲𝗫𝗳𝗝𝟳𝗱𝗪𝗶? Quote by: Unknown (if you know, let me know)