trust emerges

Paul Zak discovered eight key factors, or principles,  in promoting trust in the workplace. In The Neuroscience of Trust he describes the research over several years that yielded these insights and gives examples of companies who implement these principles. The return on investment is more energy and greater productivity.

“Ultimately, you cultivate trust by setting a clear direction, giving people what they need to see it through, and getting out of their way.

It’s not about being easy on your employees or expecting less from them. High-trust companies hold people accountable but without micromanaging them. They treat people like responsible adults.”

#1 Recognition

Trust improves when we are recognized by our peers and the organization.

#2 Moderate stress through challenging assignments

We like to be challenged and this gives us energy. These are often called stretch assignments and are part of the 20% in the 70:20:10 framework

#3 Autonomy to make decisions

This is aligned with Self-determination Theory

#4 Autonomy on what to work on

This aligns with my self-governance maturity model

#5 Openness of information

Knowledge flows and trust emerges through openness and transparency.

#6 Relationships

Once again, this aligns with Relatedness in self-determination theory (above).

#7 Opportunities for professional development

Also part of the 20% in the 70:20:10 framework

#8 Vulnerability

Transparency makes us vulnerable to each other and sets the stage for trust to develop.

Image: Amy Burvall

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