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