By Linda Fisher Thornton
How transformational is the power of trust in organizations? It increases capacity and improves performance. It improves work satisfaction and quality of life:
“Compared with people at low-trust companies, people at high-trust companies report: 74% less stress, 106% more energy at work, 50% higher productivity, 13% fewer sick days, 76% more engagement, 29% more satisfaction with their lives, 40% less burnout.”
Paul J. Zak, The Neuroscience of Trust, HBR
Trust is no longer considered a “nice to have” element in the effective workplace. It is a “must have” element that energizes the whole organization. Working in a safe high-trust environment, people can do extraordinary things.
On Monday I received a Trust Across America 2017 Top Thought Leaders in Trust award an
See the short articles contributed by the Trust Across America 2017 Top Thought Leaders in Trust: Lifetime Award winners in the latest issue of TRUST! Magazine. This quote is from my piece on What Trust Means to Me on page 13:
“When people work in a high trust environment, they experience the freedom and space to excel that leads to nothing less than organizational magic.”
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Reblogged this on Gr8fullsoul.
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Cam, Thanks so much for articulating the continuum of trust!
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Trust is often called an attitude, a propensity, a cognition, an intention, and/or a willingness to act. But, properly, trust is identified by the Theory of Reasoned Action as all of these elements — and is, ultimately, the relinquishing of one’s control and compliance with another in the expectant hope that the other party will honor the duties of a perceived social contract.
Trust is often called “the glue” holding relationships together. It is almost universally described as being on a continuum . . . . . and that continuum ranges from minimal (and often dysfunctional) compliance to stewardship ownership of the organization’s mission and a willingness to go the extra mile in pursuit of the organization and its leader’s action plan.
Despite the thousands of articles about leadership and trust, there continues to be a “fog” around its definition and trust and trustworthiness are often interchanged in the nomenclature as if they were the same thing . . . . . which they are definitely not!
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