10 Traits of Teams that Trust

If gridlock feeds ego and shuts out brainpower, transparency fosters innovation and increases trust. We’ve all seen bullying and cynicism keep ego alive, by banishing trust through backdoor deals for personal gain. Yet trust traits are likely more difficult to spot in some workplaces. Recent surveys show lack of trust as the most prevalent workplace problem as well as the most desired trait of workers.

Trust reducing behaviors, include excessive personal gains, mixed messages, responsibility avoidance by passing the buck or dropping the ball, opinions that hold few facts, blame when problems arise,  according to researcher Dr. Paul Bernthal.

What does trust look like in teams at your workplace? Is it about respect? Does it never question other’s motives? Psychologist, Carl Rogers confronted trust in his best selling book, On Becoming a Person, and concluded that it’s tough to trust when one feels betrayed, annoyed, or skeptical. Trust, for Rogers, was less a matter of being rigidly consistent,  and more a matter of being dependably real.

Trust transforms backdoor deals into a rewired reality – one that draws from brainpower to:

1. Awaken more intrapersonal intelligence so that others will be led to respond openly to ethics that tend to follow.

2. Respond to confrontations by snipping your amygdala and peers often repeal demands spoken.

3. Spot opportunities within broken systems – and others tend to  join with like minded willingness to risk riding transparency’s surf.

4. Relate neuro discoveries that resolve conflicts and reasonable parts of your brain win supremacy.

5. Offer mental  olive branches to people who disagree and they tend to collaborate without forcing their views on one side.

6. Hone brainpower tools for peace rather than promote war where gridlock battles begin.

7. Suggest simplicity that adds intelligence to replace mental clutter with clear ethical practices that hold dividends for all.

8. Avoid hidden traps of cynicism by building transparent tone to open segues for all to speak and feel heard.

9. Brainstorm solutions with innovative peers rather than join in with naysayers who toss toxins into the mental mix.

10. Activate, encourage and open communication that sparks innovation,  rarely found in tragic traits of a cynic.

Step into any gridlock situation and you’ll spot far more routines, ruts and rituals, than innovative designs can survive. Have you seen it?

Luckily, newly discovered mental equipment offers tools such as new neuron pathways to dynamic innovation. So while trust’s not possible when ego generates gridlock, it’s also the tonic that keeps teams resilient when others give way to skepticism and blame. What do you think?

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