0:05 now we're going to talk about the
0:09 importance of trust and purpose on teams
0:12 55% of CEOs think that a lack of trust
0:14 is a threat to their organization's
0:16 growth and they're right when workers
0:17 are not trusting each other they are not
0:19 bringing their best selves to work and
0:21 they're not producing their top quality
0:25 work Patrick lyion says teamwork Begins
0:27 by building trust and the only way to do
0:29 that is to overcome our need for invulner
0:30 invulner
0:32 ability but the problem with trust is
0:34 you can't just tell people to dive in
0:36 all right trust each other it doesn't
0:39 work like that trust is earned and in
0:40 fact it's earned one interaction at a
0:43 time Dr beray Brown talks about the
0:46 marble jar and how when we meet people
0:47 we start forming relationships and
0:50 putting those little marbles in the jar
0:51 and once we get enough marbles in the
0:53 jar then we can withstand some of the
0:55 challenges and stresses that might take
0:58 a few marbles out I want to talk a
1:00 little bit about the Neurology of trust
1:01 and in fact there's a researcher who
1:04 specializes in this it's Dr Paul Zach
1:06 and I encourage you to get the book The
1:09 trust Factor he actually studies
1:11 oxytocin which is a neurotransmitter and
1:14 it measures trust in a relationship and
1:16 they can actually detect it in a
1:18 bloodstream this is what it looks like
1:19 it's a chemical and it's the same
1:21 chemical that is produced uh when we
1:23 give birth to Children parents get it in
1:25 their bodies in in Mass amounts because
1:27 it helps creates that bonding with
1:30 children it's also the chemical we feel
1:33 when we fall in love so some researchers
1:34 have kind of joked that this is what it
1:36 looks like under the the microscope that
1:38 it's actually a bunch of hearts and it's
1:41 said to be the the love hormone or the
1:43 chemical that moves us from struggle to
1:46 snuggle which I love to think about so
1:48 it's produced by the pituitary gland and
1:50 it facilitates bonding connection and
1:52 love and it's the basis for trust and
1:54 mistrust so people who have high trust
1:57 will have high levels of oxytocin in
1:58 their bloodstream and when people don't
2:00 trust each other they have low levels so
2:03 you can actually measure it and one of
2:05 the interesting things about what
2:07 stimulates oxytocin is a sense of
2:11 purpose so Paul Zach says trust and
2:13 purpose mutually reinforce each other
2:16 extending oxytocin release which
2:19 produces happiness so Joy on the job
2:22 comes from doing purpose-driven work
2:25 with a trusted team and when I read that
2:27 I was like oh that's it that's the thing
2:29 that was the differentiator for me and
2:31 the teams that I loved and the other
2:33 teams where I was not so excited about
2:35 working with them or on the thing we
2:38 were working on it's that Purpose Driven
2:41 work with people that you trust so
2:42 purpose is really important here it's
2:45 part of the purpose trust cycle and so
2:47 when we think about how to help people
2:49 enhance their sense of purpose at work
2:51 it's certainly about looking at okay
2:52 what is their individual sense of
2:55 purpose and how can they express that in
2:56 their jobs or on the teams that they're
2:59 part of and how does that teams work
3:02 fulfill the Departments or the functions
3:03 mission and vision and how does that
3:05 contribute to the organization's vision
3:07 and Mission all of those things should
3:09 align and I think a lot of folks don't
3:11 always see the connection and so we're
3:13 we're missing an opportunity
3:15 there people like to feel like they're
3:18 making a contribution so when folks see
3:19 how they can contribute to an
3:22 organization or to a team it makes them
3:24 feel better it helps activate their
3:26 sense of purpose and particularly when
3:28 they get to use their strengths study
3:30 after study has shown that when people
3:31 get to use their strengths at work
3:33 they're more engaged they're happier
3:35 they're likely to stay longer all kinds
3:38 of good things happen and in fact when
3:40 Google did their study they found that
3:42 psychological safety was that chord
3:43 differentiator but there were four others
3:45 others
3:48 dependability structure and Clarity
3:51 meaning of work and impact of work so
3:53 psychological safety is what we think it
3:55 is team members feel safe to take risks
3:57 and be vulnerable in front of each other
4:00 dependability is a form of trust team
4:02 members get things done on time and they
4:04 can count on each other to meet the bar
4:06 of Excellence structure and Clarity is
4:09 all about purpose the team unders
4:10 understands what the roles are what the
4:13 goals are and how to get their work done
4:15 meaning of work is all about purpose the
4:17 work is personally important to the team
4:20 members and finally the impact of work
4:23 is also purpose team members think their
4:25 work matters and that it creates
4:27 change so I want you to spend a little
4:29 time thinking about trust and Pur
4:32 purpose in your organization how can you
4:33 develop more of it how can you make it
4:35 more clear because that's how you're
4:36 going to help teams perform at their best
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