Build Relationships That Thrive: The Two Pillars of Trust and Commitment

Trust is earned, not demanded. It is created by turning toward in small moments over time.

Are you experiencing high trust and commitment in your organization?  In our series, “Build Relationships That Thrive” current research and evidence is woven with the principles and practices for relationships that thrive. Trust and commitment are the pillars the support the strength, integrity and sustainability of all relationships. Without high trust and commitment, true connection and engagement cannot exist.

Think for a moment about the people you trust most, who are in your “inner circle” of people you turn toward. What characteristics do they have in common? How do you feel when you reflect upon their contribution to your life?

It has been the task of many to achieve a greater since of engagement and dedication within work teams. When this “secret sauce” is created- it can truly lead to greater levels of productivity and passion, innovation and creativity.

“Employees in high-trust organizations are more productive, have more energy at work, collaborate better with their colleagues, and stay with their employers longer than people working at low-trust companies. They also suffer less chronic stress and are happier with their lives, and these factors fuel stronger performance.”

1.  Commitment to the core values and the purpose of the organization. 

 

2. Trust is built by a “turning toward” the other with a sense of curiosity, appreciation, and ability to understand perspective and difference. 

Attunement is created  when these conditions exist: (John Gottman)

Awareness
Turning toward
Tolerance
Understanding
Non-defensive responding
Empathy

 

3. Trust is built by responding to the other through small moments over time.

 

4. Trust is built by B.R.A.V.I.N.G (Brene’ Brown)

      Boundaries..Reliability..Accountability..The Vault or Confidentiality..Integrity..and Generosity..

5, Neuro-science leads the way!

We know that that heightened and excess stress is produces  increased cortisol and adrenaline in the brain. On the other hand, when trust is developed with teams, “oxytocin” is created which is the “tend and befriend” hormone.  When social connections are made and friendship and true caring exists, vulnerabilities can be shared, risks taken and exciting innovations are free to explore and create.

6. The whole person is valued with a trust and ease to express vulnerabilities, courage, strengths and growth.

Dan Pink, in his research and book Drive, shows us that companies that display trust, give their teams autonomy over their time, talent and team.

With these six characteristics of trust and commitment, relationships and organizations achieve true success and positive contribution.

Resources: Brene’ Brown brenebrown.com

https://www.braveleadersinc.com/

http://www.courageworks.com/

Paul Zak, Paul J. Zak is the founding director of the Center for Neuroeconomics Studies and a professor of economics, psychology, and management at Claremont Graduate University.

https://hbr.org/2017/01/the-neuroscience-of-trust

John Gottman http://gottman.com

“How to Build Trust” https://www.youtube.com/watch?v=rgWnadSi91s

SImon Sinek https://www.startwithwhy.com/

Ted Talk on “How Great Leaders Inspire Action”  https://www.youtube.com/watch?v=a6kbcERdmCw

Daniel Pink http://www.danpink.com/

Charles Duhing https://www.nytimes.com/2016/02/28/magazine/what-google-learned-from-its-quest-to-build-the-perfect-team.html?_r=1