However hard we try, we seem to make life more difficult for ourselves; more challenging; more complex. Yet it needn't be so. try out these five questions with a regularity; a discipline and you will reap rewards. You will certainly reap rewards. 1. What do my customers want?

Getting inside head of your customers is a recipe for success. Taking role on of one of your customers or clients and seeing from their perspective helps structure a sound and growing business. Better still, ask them what they want, need, what irritates them and thank them for their insights.

Take complaints as a real positive - for knowing what went wrong, gives you information you can correct and grow stronger on. 2. How do I get best from my people?

Enjoying benefits of truly 'turned on' people in your business, makes a huge difference. Finding out what they need to be successful for you can be more challenging. But wait! Have you asked them what they need to do their best for you? Be sensitive and responsive to their needs.

This simple step will provide you with all people strategies that work. Many solutions will be very easy to do and can build belief and trust in you as a manager. The bigger challenges can be solved by using your people to have a positive and constructive input. It will be worthwhile - for everyone. 3. How can we make best use of our resources?

"Trust is emotional glue that binds followers and leaders together." - Warren Bennis and Bert Nanus "If you don’t believe in messenger, you won’t believe message."

- James Kouzes and Barry Posner

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I see it all time - leaders who blame followers for breakdowns in organization. I often hear complaints like these: - “If those people would just do what I tell them.”

- “You just can’t find good workers today.”

- “Why won’t these people get onboard with what needs to be done?”

- “Why do they complain all time?”

Each of these leadership laments focuses on what’s wrong with follower. Each concern excludes leadership responsibility as a source of or contributor to breakdown.

I see employees who won’t do what needs to be done, or, at best, perform at a bare minimum level. I see team members who drag their feet on new procedures or work practices. I see workers who do just enough to get by.

I see these behaviors and I ask myself - what’s problem?

When I get opportunity to discuss issue, I usually hear at least some component of violated trust. I hear people say that they want to perform at a higher level, but they don’t trust that they will be recognized or rewarded. I hear people concerned that they’ll be penalized if they speak truth and identify real problems in organization. I hear people who have been beaten-up by current or previous leadership. All signs of violated trust.