How to Foster Organizational Trust and Enhance Leadership Effectiveness

Dr. Paul J. Zakwww.Ofactor.com

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."

Ofactor Trust Model

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

The causal role of oxytocin in facilitating trust between individuals is among the most tested findings in neuroscience

Trust in Organizations

Performance depends on POP

PEOPLE

ORGANIZATION

PURPOSE

Ofactor Trust Model

OVATION

Recognize Excellence

Ovation explains 61% of organizational trust

Ovation is best when

UnexpectedTangiblePublic

O X Y T O C I N

EXPECTATION O X Y T O C I N

Design Challenges

Expectation explains 72% of organizational trust

Identify concrete goals

Induce challenge stress

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

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

OPENNESS O X Y T O C I N

Transparent Decision-making

Openness explains 63% of organizational trust

Communication is the key

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

INVEST O X Y T O C I N

Help Colleagues Grow

Invest explains 49% of organizational trust

Whole person growth

Forward looking reviews

NATURAL O X Y T O C I N

Be Vulnerable

Natural explains 46% of organizational trust

Ask for help

Imperfection is appealing

TRUST

The 8 Ofactor components explain 100% of organizational trust

Trust flows from employees to customers

8 Ofactor Trust Model Scales

JOY = TRUST X PURPOSE

Purpose must be clearly and constantly communicated: HOW AN ORGANIZATION IMPROVES LIVES

Trust is built using theOXYTOCIN factors

Joy is a key indicator of success

OFACTOR RESULTS

TOP QUARTILE OF OFACTOR SCORE HAVE

OFACTOR RESULTS

TOP QUARTILE OF OFACTOR SCORE HAVE

BEST COMPANIES TO WORK FORThe 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

Our Products

Ofactor Trust/Engagement SurveyOfactor 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 AssessmentGallup (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.

Questions?

TRIPLE BOTTOM LINE

Thank you!

To download our Whitepaper:

www.Ofactor.com

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

NeuroView Leadership Assessment

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

NeuroView Leadership Assessment Report

Self – Other Perceptions

Leadership Behaviours

Suggested Leadership Practices

• 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

NeuroChange Platform

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

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

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

Finalizing the Behavioral Change Goal

STEP 1You have an opportunity to finalise thewording of your chosen goal outcome,

you can keep the pre-defined description or re-write it in your own words.

STEP 2Creating 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

Facilitating Neuroplasticity Through Practice Plans

Practice Plans have two parts.

Momentor prompts you to share your practice plans with your goal mentor.

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

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.

NeuroView Resource Library Content

You can access a wide selection of…

• Articles• Audio• Books• On-the-job activities• Video• Websites/ blogs• Workshops/ Seminars

Momentor Goal Evaluation

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.

Momentor Reporting

Benefits for the Organization

Questions?

Thank you!

To learn more about Momentor join our next webinar:

The Psychology of Habit and Behaviour Change