Learning from the neuroscience of trust

Learning from the neuroscience of trust

Trust is the foundation of the human relationship and the foundation of an effective team. I recently shared how our behavior will create or destroy trust in the article The Evolution of Trust, and more about trust as the foundation of a team in the article The Five Dysfunction of a Team.

Paul J. Zak, the author of Trust Factor, shares in The Neuroscience of Trust the 8 management behaviors that will foster trust.

We could use the 8 behaviors as discussion points with teams to improve our way of working. The question could be, How are we doing on:

  1. Recognize excellence: personal public recognition from peers that occurs immediately after the fact, tangible and unexpected has the largest effect on trust.
  2. Induce “challenge stress”: stretch goal, but a still achievable goal, assigned to a team will intensify focus and strengthen the social connection.
  3. Give people discretion in how they do their work: autonomy and self-organization, is another important contributor, being trusted creates trust.
  4. Enable job crafting: trusting people to choose what they will work will ensure focus and motivation. The author gives the example of Valve, the gaming software company, I recommend their employee handbook to have an idea of how they work, and inspire the conversation with your teams.
  5. Share information broadly: uncertainty and stress undermine teamwork, openness, transparency and daily synchronization are the proposed antidotes.
  6. Intentionally build relationships: encourage people to care for each other will make them happier and more productive.
  7. Facilitate whole-person growth: meet frequently and give constant feedback on personal and professional growth.
  8. Show vulnerability: asking for help, and acknowledging what we don’t know, help to build credibility.

Could this discussion be the Retrospective on Trust for your team?

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