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What Everybody Ought to Know About Building Trust and Connection!

By /

Hi everyone!

No Trust – No Relationship … it’s that simple!

In business there are 4 Applications of Trust

1. Organisational Trust (Internal and External)

2. Team/ Group Trust

3. Individual/ Interpersonal Trust

4. Intrapersonal (Self) Trust.

Here’s the thing …

PwC implemented a Global Trust Survey in 2016 to distinguish the difference between low trust organisations and high trust organisations.

The results were astounding!

HIGH TRUST organisations reported:

  • 40% less burnout
  • 74% less stress
  • 13% fewer sick days
  • 29% more satisfaction with their lives
  • 106% more energy
  • 50% more productivity
  • 78% more engagement.

So what is the cost of low trust to your organisation?

ORGANISATIONAL TRUST

There are many layers of conversations and behaviours to architect within an organisation.

Let’s start with … What are the

Disrespectful

Unproductive

Depleting conversations and behaviours that are creating distrust and getting in the way of connection, alignment and performance?

TEAM / GROUP TRUST

  • A team with low trust and low psychological safety is high risk. It means they’ll all be working as individuals protecting themselves and only working as directed.
  • A team which is a medium risk shows a certain level of collaboration. They’ll still be working as Individuals IN a team. The bottom line is … they don’t trust each other.
  • A team which is really low risk has high psychological safety, high trust and high performance. It means they are working AS a team.

They’re self-supporting, self-motivated and self-directed.

They are operating as WE!

INDIVIDUAL / INTERPERSONAL TRUST

When we’re picking up signals of distrust our neurochemistry shifts.

We’ll start producing more cortisol which closes down new ideas, creative thinking, empathy and good judgment.

When we’re in a state of distrust, the world feels threatening.

Threats make us retreat, and we feel the need to protect ourselves.

Neuroscientists say that threats can trigger an Amygdala Hijack and we experience higher levels of cortisol and adrenaline.

The fear networks in our brains cause us to either ‘fight, flee, freeze or appease’ others.

On the other hand …

When we’re picking up signals of trust our neurochemistry shifts to higher levels of dopamine, oxytocin and serotonin.

We see life through the cup being half full.

Our interactions are filled with positive feelings, positive memories of the past to look back on and possibilities for the future.

We bond with others which makes us feel closer … we want to be with them and be open with them.

We’re more talkative and excited and experience good social energy.

10 Key Questions to Assess Your Level of Workplace Trust …

1. Are we focusing on transparency through openness, candid communication and accountability, and moving towards establishing common aligned objectives?

Or

2. Are we operating in secrecy behind closed doors, withholding, lacking candour and caring … and keeping things murky through a lack of clarity?

 

3. Are we building flourishing relationships of affinity, growth and resilience, by connecting deeply, listening non-judgmentally and building mutually respectful partnering?

Or

4. Are we dwelling in adversarial relationships steeped in suspicion, resistance, rejection and retribution?

5. Are we creating shared meaning and understanding with others by demonstrating empathy, validating others’ perspectives and providing support and partnering?

Or

6. Are we focusing solely on tasks, dwelling in unrealistic expectations, filled with judgement and disappointment?

7. Are we building a shared vision that holds the space for mutual respect; co-creating the future together for mutual success and celebration?

Or

8. Are we focused on ‘I’ and ‘ME’ promoting our own self-interest, seeking personal recognition and reward?

9. Are we creating responsibility, accountability and performance through regular non- judgmental discussions … providing insights to narrow any misunderstandings and disappointments as part of collaborative problem solving?

Or

10. Are we reacting with anger, anxiety, withdrawal and resignation?

The bottom line is … a key benefit of building a Respectful Workplace Culture is …

Higher levels of trust through increased transparency, flourishing relationships, shared understanding, mutual success and shared responsibility.

If you’re serious about building trust and connection …

PS: Whenever you’re ready here are 3 ways I can help you build your respectful workplace culture – faster…

1.   Sign up to my LinkedIn Newsletter and receive my tips and insights every week, it’s easy – hit the SUBSCRIBE button.

2.   Find out about our CONNECT with R.E.S.P.E.C.T. workshop for your team and Coaching Programs for your leaders and managers – book a chat to find out more HERE

3. Speak to me directly and let’s map out a plan with a roadmap for your team.

 

Respectful Workplace Insights is a weekly newsletter I am publishing on LinkedIn to highlight some of the things that get in the way of creating a respectful workplace culture. Eliminating disrespectful unproductive and depleting conversations and behaviours that are getting in the way of building respectful alignment and performance is where we start.

Each week I’ll offer tips on how to do that so you can create a respectful workplace culture where everyone feels safe and included.

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