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Humanize: How People-Centric Organizations Succeed in a Social World I
www.humanizebook.com
 
I
Trustworthy Worksheet
1 o 19
Humanize Worksheet:
How to Be Trustworthy
The worksheets which accompany
Humanize: How People-Centric OrganizationsSucceed in a Social World
are designed to help you start humanizing your organization,whether you are a top-level executive, in middle management, or a ront line employee.The basic process or the worksheets is the same or everyone; but we do includesome additional inormation customized to these three levels because our goal is tohelp you get the ball rolling in your organization, no matter where in the system youmight be.
Humanize
spells out our key elements or humanizing organizations:
„
Open 
„
Trustworthy 
„
Generative 
„
Courageous
This worksheet is about creating more
trustworthy
organizations.
We’re here to help. Contact the authors:
Jamie Notter VP, ConsultingManagement Solutions Plus, Inc. jnotter@mgmtsol.com(240) 404-6493www.getmejamienotter.comMaddie Grantchie social media strategistSocialFish, LLCmaddie@socialsh.org(202) 713-5343www.socialsh.orgCopyright © 2011, Pearson Publishing
humanize
 by jamie notter & maddie grant
how people-centric organizations succeed in a social world
 
Humanize: How People-Centric Organizations Succeed in a Social World I
www.humanizebook.com
 
I
Trustworthy Worksheet
2 o 19
Overview of Humanize Chapter 7:
How to Be Trustworthy
This worksheet assumes you’ve read the book, and it is probably a goodidea to reread
Chapter 7: How to Be Trustworthy
, beore you begin.
Trustworthy organizations embrace a culture o strategic transparency.
 
„
More inormation is shared AND people know why it is shared (and why other inormation is not). 
„
Structures are built to create a “transparency architecture” that supports the open fow o inormation. 
„
 Values are clear to everyone—and not just the platitudes, but values that people understand and can apply. 
„
Knowledge is shared, because it generates power. 
„
The organization takes risks because there is no trust without risk. 
„
People are honest about elements o the culture that inhibit trust and transparency—that’s the rst step inchanging it.
Trustworthy organizations enable more truth to be spoken through theirinternal structure and processes.
 
„
They support whistle-blowing, and not just because Sarbanes-Oxley makes them. 
„
They change their processes, even the way reporting relationships are handled, to get people talking directlyto each other, rather than through third parties. 
„
They design processes to ensure that MORE confict happens, rather than less. 
„
“Spin” is somewhat o a bad word. 
„
They let people outside the organization speak their truth, particularly in social media.
In trustworthy organizations, individual behavior is marked by authenticity.
 
„
 Authenticity, in all its messy complexity, is valued. 
„
Employees are supported in guring out who they are, what they are good at, and why they are here. 
„
Employees can handle emotions and emotional interactions, because that’s part o who we are. 
„
People are curious about each other and enjoy the exploration o varied interests.
 
Humanize: How People-Centric Organizations Succeed in a Social World I
www.humanizebook.com
 
I
Trustworthy Worksheet
3 o 19
Humanize Worksheet
How to Be Trustworthy
Instructions
By ocusing on these concepts in the three areas o organizational culture, internal structure and process, andindividual behavior, this worksheet will allow you to assess your organization’s capacity or being trustworthyand come up with action items that will help you move toward being more trustworthy.The purpose o this worksheet is ultimately to get you to do something. Reading our book is awesome (thankyou, by the way), but nothing changes by reading a book. Change happens when people start behavingdierently, when people start working dierently. Our mantra: I you do what you always did, you’ll get what youalways got.
We eel strongly that our organizations need to be more human... That’s where you come in.
The worksheet is divided into three sections that should be completed in order. They build upon each other tocomplete a nal plan.
1
Your Assessment
Start by answering questions about you and your organization. Complete a quick quiz in which yougive 30 numerical ratings on how trustworthy your organization is in terms o culture, process, andbehavior. Then answer our open-ended questions to ll in the gaps.
2
Conversations and Data
This section helps you have targeted conversations with others so you can collect necessary dataand brainstorm ideas or taking action. We help you set up individual meetings, group meetings, andproduce summary reports.
3
Action Plan
This section helps you design an action plan or the next steps to help make your organization moretrustworthy. We help you prioritize potential actions, both big and small, and map out what you aregoing to do next.
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