Neuroscience & Talent Development Webinar: How To Foster Organizational Trust & Enhance Leadership Effectiveness
- 1. How to Foster Organizational Trust and Enhance Leadership Effectiveness Dr. Paul J. Zak www.Ofactor.com
- 2. Who We Are Paul J. Zak, Ph.D., founding director of the Center for Neuroeconomics Studies and professor of economics, psychology, and management at Claremont University, is a leading expert and scientist, author and speaker. He is credited with the first published use of the term "neuroeconomics" and has been a vanguard in this new discipline. Dr. Zak's lab discovered in 2004 that the brain chemical oxytocin allows us to determine who to trust. His current research has shown that oxytocin is responsible for virtuous behaviors, working as the brain's "moral molecule."
- 7. TRUST AND GROWTH By Paul J. Zak and Stephen Knack Why does trust vary so substantially across countries? Trust in a society can be defined as the aggregate time that agents do not spend in verifying others’ actions. That is, trust is The Economic Journal, 111 (April), 295-321. Royal Economic Society 2001. Published by Blackwell Publishers, 108 Cowley Road, Oxford OX4 1JF, UK and 350 Main Street, Malden, MA 02148, USA
- 8. The causal role of oxytocin in facilitating trust between individuals is among the most tested findings in neuroscience
- 9. Trust in Organizations Performance depends on POP PEOPLE ORGANIZATION PURPOSE
- 12. OVATION Recognize Excellence Ovation explains 61% of organizational trust Ovation is best when Unexpected Tangible Public O X Y T O C I N
- 13. EXPECTATION O X Y T O C I N Design Challenges Expectation explains 72% of organizational trust Identify concrete goals Induce challenge stress
- 14. YIELD O X Y T O C I N Crowd Source Processes Yield explains 57% of organizational trust Give control of projects to others Allow learning through mistakes
- 15. TRANSFER O X Y T O C I N Enable Self-Management Transfer explains 54% of organizational trust Colleagues bid to do work Transfer increases energy and health
- 16. OPENNESS O X Y T O C I N Transparent Decision-making Openness explains 63% of organizational trust Communication is the key
- 17. CARING O X Y T O C I N Build Relationships Caring explains 45% of organizational trust Recognize the emotions of others Allow your emotions to show
- 18. INVEST O X Y T O C I N Help Colleagues Grow Invest explains 49% of organizational trust Whole person growth Forward looking reviews
- 19. NATURAL O X Y T O C I N Be Vulnerable Natural explains 46% of organizational trust Ask for help Imperfection is appealing
- 20. TRUST The 8 Ofactor components explain 100% of organizational trust Trust flows from employees to customers
- 21. 8 Ofactor Trust Model Scales
- 22. JOY = TRUST X PURPOSE Purpose must be clearly and constantly communicated: HOW AN ORGANIZATION IMPROVES LIVES Trust is built using the OXYTOCIN factors Joy is a key indicator of success
- 23. OFACTOR RESULTS TOP QUARTILE OF OFACTOR SCORE HAVE
- 24. OFACTOR RESULTS TOP QUARTILE OF OFACTOR SCORE HAVE
- 25. BEST COMPANIES TO WORK FOR The best companies to work for have annual stock returns 50% higher over 25 years than middle of the pack companies (1984- 2009) REASONS: better customer service, lower employee turnover, fewer sick days, and higher productivity TOP 10: 1.Google, 2.SAS, 3.The Boston Consulting Group, 4.Edward Jones, 5.Quicken Loans, 6.Genentech, 7.salesforce.com, 8.Intuit, 9.Robert W. Baird & Co., 10.DPR Construction
- 26. Our Products Ofactor Trust/Engagement Survey Ofactor is the only neuromanagement solution based on over 12 years of scientific field and lab-based research on the trust hormone oxytocin by Dr. Paul Zak that enables you to engineer a high-performing and engaged organization. NeuroView Leadership Assessment Gallup (2014) cites research suggesting that 70% of the variance in employee engagement is directly based on leadership practices. The NeuroView Leadership Assessment measures 8 key practices and behaviors that are empirically linked to high trust cultures resulting in enhance team performance, health and productivity. Each leader receives a comprehensive individual feedback report comparing leader perceptions to those of their team on each of the Ofactor trust scales. Neurochange Platform (Momentor) Current research suggests that repeated practice of new behaviors is required to rewire the brain and create unconscious competence. Our NeuroChange platform supports our NeuroView Leadership Assessment to translate insight into deliberate practice (neuroplasticity) and facilitates successful habit and behavior change.
- 27. Questions?
- 28. TRIPLE BOTTOM LINE Thank you! To download our Whitepaper: www.Ofactor.com
- 29. Shifting from Theory to Practice How can I apply this theory in my organisation / with my clients? Introducing practical solutions to facilitate • Interpersonal Trust • Leadership Effectiveness • Successful Habit/Behavior Change
- 31. Introducing NeuroView • Measures 8 Leadership Practices • 16 Behavioral Questions • Feedback from: – Self/Direct Reports or – Available as a 360 degree feedback assessment • Internet Administration • Integrated with our neurochange platform (Momentor) to facilitate behaviour/habit change • Requires certification to interpret
- 32. NeuroView Leadership Assessment Report
- 33. Self – Other Perceptions
- 36. • 9-hour program delivered online, and provides experienced coaches and practitioners with the training to use the NeuroView leadership assessment and neurochange platform Momentor with those they coach • Certification program is designed to provide participants with a proven process and the necessary understanding and skills to coach leaders to create a high performance culture • Designed for: HR professionals, trainers, internal mentors, consultants, and managers who are involved in facilitating coaching and feedback. NeuroView Certification
- 38. 1) Without holding participants accountable to translate insight from feedback interventions into deliberate practice, interventions typically show little return on investment (ROI). 2) NeuroView is fully integrated with Momentor, a neurochange platform, to both enhance deliberate practice and to help evaluate development goals and ROI 3) Momentor combines with NeuroView or any awareness or learning intervention to leverage their impact using the following features: Supports deliberate practice (Practice Plan feature) Supports goal implementation and not just intentions (Action Items feature) Supports peer/mentor coaching (Goal Mentor feature) Supports developmental planning (Competency Resource Library feature) Supports mindful focus on practising new behaviors on the job (Text messaging and email reminders) Supports the evaluation of actual behaviour change (Goal Evaluation feature) 4) Momentor supports the involvement of the manager to become a performance development coach by tracking/monitoring development plan results from their dashboard. Momentor – Enhancing Neuroplasticity and Behaviour Change
- 39. Mentor….Enhancing Neuroplasticity and Behavior Change An online personal development platform to support the transfer of learning into sustained behavior change. As soon as you’ve selected your goal, Momentor sends out a reminder email every week asking participants about their progress and reminding them of their goals. Research suggests that implementation intentions coupled with reminders result in greater behavior change. Momentor – Enhancing Neuroplasticity and Behaviour Change
- 40. Creating a Behavioral Change Goal Choose a suggested goal related to the particular category you have selected. Or alternatively if you prefer, you can click here to set your own personalised goals
- 41. Finalizing the Behavioral Change Goal STEP 1 You have an opportunity to finalise the wording of your chosen goal outcome, you can keep the pre-defined description or re-write it in your own words. STEP 2 Creating a date for reminder to evaluate goal progress – THIS IS A VERY IMPORTANT STEP as this will prompt an email on this date to encourage you to go out and request feedback on how you’re doing. This step is mandatory otherwise you can’t carry on. Be realistic about the time it will take for you and others to notice that you’ve made progress, some goals will be more complex than others. Requesting feedback at a later date will provide evaluation data on whether you’ve improved – this will help you to know if you’re on track
- 42. Facilitating Neuroplasticity Through Practice Plans Practice Plans have two parts. Momentor prompts you to share your practice plans with your goal mentor.
- 43. Creating Practice Plans (Gollwitzer & Sheeran, 2006) • “If my heart starts to race, then I will begin using my breathing technique and focus on how relaxed I begin to feel” Goal Intention Example Practice Plans Example
- 44. Fostering Neuroplasticity Through Practice Part 1 gets you to think about a time, situation or another habit that will act as a trigger for you to try doing something new behaviourally, whether it’s more, less or differently. Momentor asks you to schedule specific times to act as a trigger for you to commit to implementing your practice plan. Part 2 asks you to articulate specifically what you commit to practice. You can create as many practice plans as you wish per goal. Once a Practice Plan is set up the participant has an option to receive either an email or Text reminder message.
- 45. NeuroView Resource Library Content You can access a wide selection of… • Articles • Audio • Books • On-the-job activities • Video • Websites/ blogs • Workshops/ Seminars
- 47. Measuring Behavioral Change You can ask for feedback on one goal as many times as you wish. Momentor provides a graphic summary of goal feedback results to show continuous improvement over time.
- 49. Benefits for the Organization
- 50. Questions?
- 51. Thank you! To learn more about Momentor join our next webinar: The Psychology of Habit and Behaviour Change