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Trust is in rare supply these days. People are having trouble trusting each other, according to an AP-GFK poll conducted in November 2013, which found that Americans are suspicious of each other in their everyday life. Only one-third of Americans say most people can be trusted—down from half who felt that way in 1972. A record high of nearly two-thirds says “you can’t be too careful” in dealing with people in 2013.
This can be carried over into the workplace, where employees want their leaders to be more trustworthy. Employees have grown tired of unexpected outcomes resulting from the lack of preparation. They want to be informed of any change management efforts before—not after the fact. Employees desire to know what is expected of them and be given the opportunity to better themselves, rather than be told they are not qualified for new roles and responsibilities.
Here are four early warning signs for you to course-correct when employees are having trouble trusting their leaders.
Lack courage
Leaders that don’t stand up for what they believe in are difficult to respect and trust. Too many leaders waste too much of their valuable time trying to act like other leaders in the organization—rather than attempting to establish their own identity and leadership style. Employees know that if their leaders are not savvy (精明) enough to move themselves into a position of greater influence, it will make it much more difficult for them to get noticed and discovered as well. When leaders lack the courage to enable their full potential and that of others, it becomes a challenge to trust.
Self-centered
When a leader is only looking out for themselves and lacks any sense of commitment to the advancement of their employees—this shuts off employees quickly. Great leaders are great coaches and are always looking to help their employees grow. When leaders lack any real desire to coach or 'guide the career advancement of their employees—it becomes increasingly difficult for employees to trust them. But when leaders are too disruptive (指手畫腳), their employees sense that they are in it for themselves and/or don’t trust the talent around them.
Reputation issues
When people begin to speak negatively about their leader, it makes it more difficult for others to trust their intentions. For example, look at what has happened to President Barack Obama since December 2009 when his approval rating was 69%. Four years later, Obama’s approval rating is at 43%. Many who have followed him for years are now having trouble trusting him.
Every leader must be aware that they are constantly being evaluated and thus they can never grow self-satisfied. When they do, this begins to negatively impact their reputation and the trust employees have in their leadership.
Inconsistent Behavior
People are more inclined to trust those who are consistent with their behavior. Isn’t it easy to begin questioning one’s judgment when they are inconsistent? When everyone but the leader is on board with a strategy—you begin to wonder if their intentions are to support the organization’s advancement or their own. Leaders need to refresh their leadership style before they lose the trust of their employees.
This is what today leaders must consider: how to lead in new ways that focus less on oneself, but more on the betterment of a healthier whole.

Trust between employees and their leaders
Problem
【1】 _________ has been declining among Americans in their daily life as well as in the workplace.
Employees’ hopes for leaders 【2】 _________ trust
● Employees want to be 【3】 _________ to get prepared for any change management efforts in advance.
● Employees desire to know their leaders’ expectations of them and want to get 【4】 _________ to better themselves.
Warnings for leaders to 【5】 _________ the breakdown of trust
● Don’t 【6】 _________ other leaders and stand up for what you believe in.
● Be 【7】 _________ to helping your employees grow.
● Never let 【8】 _________ negatively impact your reputation.
● Behave【9】 _________ or your judgment will be questioned.
Suggestion
For leaders, more focus on the betterment of a healthier whole should be taken into 【10】 _________.


【小題1】Trust
【小題2】worth/deserving
【小題3】informed
【小題4】opportunities/chances
【小題5】avoid
【小題6】copy/imitate
【小題7】committed/devoted/dedicated
【小題8】self-satisfaction
【小題9】consistently
【小題10】consideration/account

解析試題分析：現(xiàn)在的社會出現(xiàn)了信任危機，很多職員對領導人的信任越來越低，文章給出了幾個警告讓領導避免失去職員的信任。
【小題1】原詞重現(xiàn)題：從第一段的句子;Trust is in rare supply these days. People are having trouble trusting each other, according to an AP-GFK poll conducted in November 2013, which found that Americans are suspicious of each other in their everyday life.可知填Trust。
【小題2】詞性轉化題：從第二段的句子：This can be carried over into the workplace, where employees want their leaders to be more trustworthy.可知職員希望領導值得信任： worth/deserving
【小題3】原詞重現(xiàn)題：從第二段的句子;They want to be informed of any change management efforts before—not after the fact.可知職員希望被通知到管理的改變，填 informed
【小題4】原詞重現(xiàn)題：從第二段的句子;not after the fact. Employees desire to know what is expected of them and be given the opportunity to better themselves,可知職員希望得到機會變得更好：opportunities/chances
【小題5】句意理解題：從第三段的句子：Here are four early warning signs for you to course-correct when employees are having trouble trusting their leaders.可知這里是警告領導避免失去信任。填avoid
【小題6】句意理解題：從第四段的句子：Too many leaders waste too much of their valuable time trying to act like other leaders in the organization可知不要模仿別的領導人，填 copy/imitate
【小題7】詞性轉化題：從第五段的句子：When a leader is only looking out for themselves and lacks any sense of commitment to the advancement of their employees可知將commitment 改成committed/devoted/dedicated
【小題8】詞性轉化題：從第七段的句子：Every leader must be aware that they are constantly being evaluated and thus they can never grow self-satisfied. 可知將self-satisfied改成self-satisfaction
【小題9】詞性轉化題：從倒數(shù)第二段的句子;People are more inclined to trust those who are consistent with their behavior. 可知將consistent 改成consistently
【小題10】詞組轉化題：從最后一段的句子：This is what today leaders must consider: how to lead in new ways that focus less on oneself, but more on the betterment of a healthier whole.可知consider改成take sth into consideration/account
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