Andreas Vetr

TRUST!

For English and Turkish scroll down.

TRUST:

When future leaders are recognized and approached by their leaders to accompany and support them when they reveal to them that they have been chosen to work on the mission, they often react with disbelief. “How can it be, since I…” what always comes is evidence of insecurity or fear of the task. People often focus on their weaknesses. But the manager saw her strengths and abilities and consciously made this decision. And it becomes possible through this belief on the part of the manager in the person. Then they may answer: “…that’s how it should be, gladly or under the following conditions”.

That’s how it is in our lives. Once we trust the leader who trusts us, we say, “I accept the position,” or in other words, “Be it to me as you have said.” That means – I put my fate in your hands, I trust you and your intentions for me, I am available to you as a tool, use myself for your purposes… – because I know you are interested in me and don’t want my needs only satisfy, but more than fulfill, you are capable of it and I can trust you. Let me be your helper for your purpose, use me to realize what you want to realize.

There are essentially three things that people say:

  • I know you care about me – have a genuine interest in me as a person
  • I know you can help me – you are capable of helping me.
  • I know I can trust you.

As soon as the manager changes, this trust is lost and it has to be built up again by the new manager. When the new leader fails to do something like this, the organization comes under a lot of pressure and people look for alternatives.

“If trust fades, so will people.”

Or “If trust disappears, leadership will soon follow”.

ENGLISH:

TRUST:

When future leaders are recognized and approached by their leaders to accompany and support them, when they are informed that they have been selected to participate in the mission, they often react with disbelief. “How can it be, since I…” whatever follows are testimonies of uncertainty or fear of the task. People often then focus on their weaknesses. However, the leader has seen their strengths and abilities and made a conscious decision. And through the leader’s belief in the person, it becomes possible. Then they may respond, “…so let it be, gladly or under the following conditions.”

That’s how it is in our lives. Once we trust the leader who trusts us, we say, “I accept the position” or in other words, “Let it be done to me as you have said.” This means, I entrust my fate to you, I trust you and your intentions for me, I am available to be used as a tool for your purposes… because I know you care about me and not only seek to satisfy my needs but to fulfill them abundantly, you are capable of doing so, and I can trust you. Let me be your helper for your purpose, use me to accomplish what you desire.

Essentially, there are three things that people joining express:

  • I know you care about me – you have a genuine interest in me.
  • I know you can help me – you are capable of helping me.
  • I know I can trust you.

Once the leader changes, this trust is lost and must be built anew by the new leader. If the new leader fails to do so, the organization comes under great pressure, and people start looking for alternatives.

“When trust dwindles, so do the people.”

Or “When trust is gone, the leader soon will be.”

Turkish:

TRUST:

Future leaders often react with disbelief when they are noticed by their leaders and approached to be with them and support them, informing them that they have been selected to join the mission. What is followed by “How can it be, because I…” is followed by expressions of uncertainty or fear of the task. People often focus on their weaknesses next. However, the leader saw their strengths and abilities and made a conscious decision. And with the leader’s faith in this person, this becomes possible. Then they might respond, “…so be it, with pleasure, or under the following conditions.”

This is the case in our lives. When we trust leaders who trust us, we say, “I accept the position,” or in other words, “Let it be done to me as you say.” This means I entrust my destiny to you, I trust you and your intentions for me, I am willing to do what I can as a means to serve your purpose… because I know you value me and you want to not only meet my needs but fulfill them in abundance, you are capable of doing so And I can trust you. Let me be your assistant to serve your purpose, use me to achieve what you want.

Basically the people involved mean:

  • I know you care about me – you’re really into me.
  • I know you can help me – you are capable of supporting me.
  • I know I can trust you.

When the leader changes, this trust is lost and must be rebuilt by the new leader. If the new leader cannot do this, the organization will come under great pressure and people will start to look at alternatives.

“When trust diminishes, so do people.”

Or “When trust is lost, the leader will soon be lost too.”