Workshop: Experience Trust - Closing the Trust Gap
Objectives
1) Experience the value of high-trust relationships (Trust = most important variable in high performing teams)
3) Understand the challenge or gap to achieve high trust, and learn how to begin to close the gap
4) Start creating better or more productive connections, relationships, families, teams, organizations, communities
1) Experience the value of high-trust relationships (Trust = most important variable in high performing teams)
3) Understand the challenge or gap to achieve high trust, and learn how to begin to close the gap
4) Start creating better or more productive connections, relationships, families, teams, organizations, communities
Three easy steps
1) Call or email to set up a time for "Experience Trust" at your organization
2) Learn and experience Trust from leadership, psychology and organization/community-building experts
3) Benefit from numerous resources to guide individuals through change (building more self-trust, trustworthiness and trust in others) to accomplish any goal, aligned with your innermost values
1) Call or email to set up a time for "Experience Trust" at your organization
2) Learn and experience Trust from leadership, psychology and organization/community-building experts
3) Benefit from numerous resources to guide individuals through change (building more self-trust, trustworthiness and trust in others) to accomplish any goal, aligned with your innermost values
Why the focus on trust?
It's not the only thing we focus on but it's often where we start because it's the #1 variable in high performing teams:
Professor Amy Edmondson from Harvard has studied and established best practices for effective teaming - across multiple industries, and the critical element of trust for team success.
Neuroscientist Paul Zak found high trust organizations had 50% higher productivity, 50% higher retention, 74% less stress, 76% more engagement, 106%, more energy, 17% more pay. Zak is a researcher of the brain chemical Oxytocin which is released when we trust.
Google's Project Aristotle - after studying 180 Google teams, using 250 variables and 32 statistical models, they found the absolute #1 variable in their highest performing teams was trust / psychological safety - above intelligence, diversity and strategy.
Trust is at the foundation of our own research, consulting and active collaboration with the University of Minnesota's Carlson School of Management and business partners across Europe. We're also in the process of writing our I TRUST book.
Most programs are customized to align with your specific needs and goals.
It's not the only thing we focus on but it's often where we start because it's the #1 variable in high performing teams:
Professor Amy Edmondson from Harvard has studied and established best practices for effective teaming - across multiple industries, and the critical element of trust for team success.
Neuroscientist Paul Zak found high trust organizations had 50% higher productivity, 50% higher retention, 74% less stress, 76% more engagement, 106%, more energy, 17% more pay. Zak is a researcher of the brain chemical Oxytocin which is released when we trust.
Google's Project Aristotle - after studying 180 Google teams, using 250 variables and 32 statistical models, they found the absolute #1 variable in their highest performing teams was trust / psychological safety - above intelligence, diversity and strategy.
Trust is at the foundation of our own research, consulting and active collaboration with the University of Minnesota's Carlson School of Management and business partners across Europe. We're also in the process of writing our I TRUST book.
Most programs are customized to align with your specific needs and goals.