Trust, performance and how you scale it
“Trust is like the air we breathe. When it is present, nobody really notices. But when it’s absent, everybody notices.” (Warren Buffet) To create a culture where we all can breathe and where innovation flows then companies should put ‘building trust’ high on the agenda.

Why trust is important :

Paul J. Zak, (author of Trust Factor: The Science of Creating High Performance Companies) conducted a decade long study on the neuroscience of trust published by Forbes  found that trust in the workplace can : 

Increases Productivity
In high-trust organisations, people are given autonomy. Managers set clear expectations and then let teams deliver on them however they think best. Being in control of our own work is a powerful motivator.

Enables Collaboration
Teams of diverse individuals are better at solving problems and creating new solutions than individuals working alone. Teams need to trust that everyone is doing their part of the shared work to a high standard and that all are accountable and that individual contributions will be recognised.

Fosters creativity and innovation
Mutual trust is extremely important when it comes to sharing as team members will be hesitant to share if they fear their ideas will be dismissed or ridiculed. Managers can prove their trust by being open to suggestions, even uncomfortable ones.

Enables conflict resolution
A high-trust team will be able to autonomously resolve minor conflicts without management involvement. They will grow on their own and strengthen their own bonds day by day.

Here are a few ways on how to build trusting teams:

1- Create a circle of safety:
“Only when we feel we are in a ‘Circle of Safety’ will we pull together as a unified team, better able to survive and thrive regardless of the conditions outside.” 

If the circle is broken, group strength diminishes. When in the Circle of Safety, “We” becomes the protector of “Me.” When we look out for what is best for “We,” “Me” is already covered.. (Leaders Eat Last – Simon  Sinek) 

2- Show vulnerability:
If leaders are able to lead by example and show vulnerability it helps create a sense of trust.

 How can you show vulnerability at work : by sharing  and being open, by going first, by not judging and by actively listening 

3 – Culture of feedback:
Giving each other feedback with the motive to improve and help the team grow. By receiving feedback and acting on it. 

4 – Company culture:
Where we strive to demonstrate and embody the culture. Where teams keep each other accountable and leaders demonstrate the values consistently. 

How can trust be scaled?
One person at a time. Companies should be purposeful about embedding trust and making it a priority, like a carefully constructed ecosystem. Develop ‘trust’ training and set expectations from the start of each team member’s journey Establishing what trust is, how to build it and how each  is responsible for it.. 

It is scaled by team leaders so they must be equipped with the knowledge and tools of how to ensure trust happens within their own teams. Companies can check-in with teams by measuring via feedback  if trust is happening within  teams – and if it’s not as strong as it should be then take steps to strengthen it.