Tag Archives: trust

Profiting From Fear and Mistrust

Profiting From Fear and Mistrust

GUEST POST from Greg Satell

When I lived and worked in Ukraine, it was commonplace to see men in camouflage fatigues and Uzi’s in the waiting rooms of offices around town. They weren’t there as security, or to rob the place, but to help transfer money between businesses. It was cumbersome and inefficient, but in an atmosphere of mistrust, it was a necessity.

In most countries, we’re still a long way from armed couriers as a daily routine, but according to Edelman’s recent Trust Barometer, we’re headed in that direction. Entitled “Innovation in Peril,” it details an overall collapse of confidence, finding that roughly two thirds believe that journalists, government leaders, and business executives, are “purposely trying to mislead.”

That’s a problem for all of us. Mistrust is corrosive to the norms that help our society run efficiently and the costs are very real. Our lack of trust in government prevents us from making needed investments. Suspicions about law enforcement undermine public safety. Mistrust in the workplace undermines performance. We desperately need to rebuild trust.

The Value Of Trust

Trust isn’t our natural state. Economists have developed a number of models to show how fragile it can be. For example, in a prisoner’s dilemma, two suspects are brought in for questioning. If they both stay true to each other, they get the best collective outcome, but if each follows his or her own self-interest, both will confess and get the worst overall outcome.

Related concepts are the tragedy of the commons, in which everybody has access to a common field to graze their livestock, depleting the resource so that everybody’s herd suffers, and the free rider problem which often occurs with respect to public goods. These situations are known as Nash equilibriums because nobody can change their preference without making themselves worse off.

When you take a moment to think, it’s kind of amazing that we operate with as much trust as we do. Local businesses faithfully serve communities for years, even decades. Corporations spend billions to build brands and governments work to earn legitimacy. That is what allows us to easily transact business throughout the day. When trust collapses, we get Uzis in waiting rooms.

Yet it doesn’t have to be that dramatic. Research by Accenture found that “trust events” cost businesses billions of dollars every year. For example, a consumer-focused company that had a sustainability-oriented publicity event backfire lost an estimated $400 million in future revenues. Another company that was named in a money laundering scandal lost $1 billion.

Profiting From Our Mistrust

Our brains are geared for mistrust in a number of ways. The first is a bias for loss aversion. We will do more to avoid a loss than we will for an equivalent gain. That makes trust hard to build and easy to lose, which is why the “trust events,” like those cited in the Accenture study, are so costly.

Another contributing factor is availability bias, our tendency to overweight easily accessible examples, such as a specific trust event, and ignore vague concepts, like years of good service. Once we accept a belief, our confirmation bias will lead us to seek out information that supports our prior beliefs and reject contrary evidence.

These effects are multiplied by tribal tendencies. We form group identities easily, and groups tend to develop into echo chambers, which amplify common beliefs and minimize contrary information. We also tend to share more actively with people who agree with us and, with little fear of rebuke, we are less likely to check that information for accuracy.

That, essentially, is the economics of disinformation. Fear breeds mistrust, which makes us feel insecure and leads us to seek out people we identify with to reinforce our beliefs. Research suggests media companies, especially social media companies, profit from the passions that the most polarizing information unleash in the form of greater engagement with their platforms.

Facts, Identity and Fear

We tend to think of truth as a simple matter of knowledge and understanding. We see the world as a set number of facts and believe that any disagreements arise from a lack of clarity about what the true facts are. In this view, mistrust can be corrected by better access to good information. Once people are informed, how could there be any disagreement?

Unfortunately, the world doesn’t work that way. In fact, a study at Ohio State found that, when confronted with scientific evidence that conflicted with their views, people would question the objectivity of the science. Another thing to consider is that, as Sam Arbesman explained in The Half-Life of Facts, our ideas about what’s true changes over time.

We can’t rigorously test every proposition, which is why we adopt the views of those around us, a phenomenon that psychologists call social proof. What makes the effect even more insidious, is that the relationship is reciprocal. We internalize the ideas of the tribes we join and then propagate those same ideas to others, intensifying the echo chamber.

Our beliefs are far more than mere acceptance of sets of facts, but become inherently part of our identity. Wars are not fought over ideologies because people disagree about empirical evidence, but because they see their sense of selves under attack. If truth is a force for good, then those who refuse to accept our version of it are, in the most basic sense of the word, evil.

From Victimization To Empowerment Through Purpose

Our ability to trust others is, to a great extent, a function of how we see ourselves and our situation. If we see ourselves as secure and in tune with our environment, it’s relatively easy for us to build bonds of trust. If we feel those around us share our values, it’s easier to feel a shared sense of identity and purpose.

However, if we see our surroundings as hostile, we will take steps to protect ourselves and that, to a great extent, is where we are at today. First the Internet, and then social media have tended to promote and juxtapose the most extreme elements, creating an atmosphere of heightened conflict among tribes, which further undermines our sense of security and trust.

This is what Marshall McLuhan meant when he wrote that the global village would result in a “release of human power and aggressive violence” greater than ever in human history. When we are confronted with ideas and values that are different from our own, it can feel more more like an assault and an affront than a refreshing interaction with the variety of life.

Here Ukraine offers a lesson. Over the past decade it has built a new identity and found a new purpose. Today most Ukrainians, especially the younger generations, feel a stronger affinity for European values than for their post-Soviet past. In fact, they have so internalized their European ambitions that they are willing to risk a war to maintain them.

We have a similar challenge before us. If a common identity is forged from shared values and shared purpose, on what foundation will we build our future? To what common project can we devote our energies? What are our ambitions and how best might we fulfill them? These are the questions that we need to answer if we are ever to rebuild the bonds of trust.

— Article courtesy of the Digital Tonto blog
— Image credits: Pixabay

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Sometimes to Innovate You Must Do the Following

Sometimes to Innovate You Must Do the Following

GUEST POST from Mike Shipulski

What it takes to do new work:

Confidence to get it wrong and confidence to do it early and often.

Purposeful misuse of worst practices in a way that makes them the right practices.

Tolerance for not knowing what to do next and tolerance for those uncomfortable with that.

Certainty that they’ll ask for a hard completion date and certainty you won’t hit it.

Knowledge that the context is different and knowledge that everyone still wants to behave like it’s not.

Disdain for best practices.

Discomfort with success because it creates discomfort when it’s time for new work.

Certainty you’ll miss the mark and certainty you’ll laugh about it next week.

Trust in others’ bias to do what worked last time and trust that it’s a recipe for disaster.

Belief that successful business models have half-lives and belief that no one else does.

Trust that others will think nothing will come of the work and trust that they’re likely right.

Image credit: Unsplash

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Can Leaders Defy Gravity?

Can Leaders Defy Gravity?

GUEST POST from Mike Shipulski

If you pull hard on your team, what will they do? Will they rebel? Will they push back? Will they disagree? Will they debate? And after all that, will they pull with you? Will the pull for three weeks straight? Will they pull with their whole selves? How do you feel about that?

If you pull hard on your peers, what will they do? Will they engage? Will they even listen? Will they dismiss? And if they dismiss, will you persist? Will you pull harder? And when you pull harder, do they think more of you? And when you pull harder still, do they think even more of you? Do you know what they’ll do? And how do you feel about that?

If you push hard on your leadership, what will they do? Will they listen or dismiss? And if they dismiss, will you push harder? When you push like hell, do they like that or do they become uncomfortable, what will you do? Will they dislike it and they become comfortable and thankful you pushed? Whatever they feel, that’s on them. Do you believe that? If not, how do you feel about that?

When you say something heretical, does your team cheer or pelt you with fruit? Do they hang their heads or do they hope you do it again? Whatever they do, they’ve watched your behavior for several years and will influence their actions.

When you openly disagree with the company line, do your peers cringe or ask why you disagree? Do they dismiss your position or do they engage in a discussion? Do they want this from you? Do they expect this from you? Do they hope you’ll disagree when you think it’s time? Whatever they do, will you persist? And how do you feel about that?

When you object to the new strategy, does your leadership listen? Or do they un-invite you to the next strategy session? And if they do, do you show up anyway? Or do they think you’re trying to sharpen the strategy? Do they think you want the best for the company? Do they know you’re objecting because everyone else in the room is afraid to? What they think of your dissent doesn’t matter. What matters is your principled behavior over the last decade.

If there’s a fire, does your team hope you’ll run toward the flames? Or, do they know you will?

If there’s a huge problem that everyone is afraid to talk about, do your peers expect you get right to the heart of it? Or, do they hope you will? Or, do they know you will?

If it’s time to defy gravity, do they know you’re the person to call?

And how do you feel about that?

Image credit: Pexels

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Nine Actions for Building a Great Team

Which Resonates with You?

Nine Actions for Building a Great Team

GUEST POST from Stefan Lindegaard

Building a strong team is a multifaceted journey, and there are several key actions that can contribute to the growth and success of a team.

Reflecting on the nine actions for building a great team, which ones do you find your team focuses on the most?

Would you say it is:

1. Cultivating a growth mindset?

2. Enhancing psychological safety?

3. Mapping and engaging stakeholders?

4. Mastering difficult conversations?

5. Improving feedback processes?

6. Addressing individual motivations?

7. Injecting fun into your work environment?

8. Developing networking and learning opportunities?

9. Identifying trust drivers and barriers?

Share your experiences and let’s inspire each other on actions that can shape the dynamics and achievements of your team!

Team Building Stefan Lindegaard

Image Credit: Pexels, Stefan Lindegaard

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Intuitive Skill, Center of Emphasis, and Mutual Trust

Intuitive Skill, Center of Emphasis, and Mutual Trust

GUEST POST from Mike Shipulski

Mutual Trust. Who do you trust implicitly? And of that shortlist, who trusts you implicitly? You know how they’ll respond. You know what decision they’ll make. And you don’t have to keep tabs on them and you don’t have to manage them. You do your thing and they do theirs and, without coordinating, everything meshes.

When you have mutual trust, you can move at lightning speed. No second-guessing. No hesitation. No debates. Just rapid progress in a favorable direction. Your eyes are their eyes. Their ears are your ears. One person in two bodies.

If I could choose one thing to have, I’d choose mutual trust.

Mutual trust requires shared values. So, choose team members with values that you value. And mutual trust is developed slowly over time as you work together to solve the toughest problems with the fewest resources and the tightest timelines. Without shared values, you can’t have mutual trust. And without joint work on enigmatic problems, you can’t have mutual trust.

Mutual trust is a result. And when your trust-based relationships are more powerful than the formal reporting structure, you’ve arrived.

Intuitive Skill. In today’s world, decisions must be made quickly. And to make good decisions under unreasonable time constraints and far too little data requires implicit knowledge and intuitive skill. Have you read the literature? Have you studied the history? Have you drilled, and drilled, and drilled again? Did you get the best training? Have you honed your philosophy by doing the hard work? Have you done things badly, learned the hard lessons, and embossed those learnings on your soul? Have you done it so many times you know how it will go? Have you done it so many different ways your body knows how it should respond in unfamiliar situations?

If you have to think about it, you don’t yet have intuitive skill. If you can explain why you know what to do, you don’t have intuitive skill. Make no mistake. Intuitive skill does not come solely from experience. It comes from study, from research, from good teachers, and from soul searching.

When your body starts doing the right thing before your brain realizes you’re doing it, you have intuitive skill. And when you have intuitive skill, you can move at light speed. When it takes more time to explain your decision than it does to make it, you have intuitive skill.

Center of Mass, Center of Emphasis. Do you focus on one thing for a week at a time? And do you wake up dreaming about it? And do you find yourself telling people that we’ll think about something else when this thing is done? Do you like doing one thing in a row? Do you delay starting until you finish finishing? Do you give yourself (and others) the flexibility to get it done any way they see fit, as long as it gets done? If the answer is yes to all these, you may be skilled in center-of-emphasis thinking.

The trick here is to know what you want to get done, but have the discipline to be flexible on how it gets done.

Here’s a rule. If you’re the one who decides what to do, you shouldn’t be the one who decides the best way to do it.

Yes, be singularly focused on the objective, but let the boots-on-the-ground circumstances and the context of the moment define the approach. And let the people closest to the problem figure out the best way to solve it because the context is always changing, the territory is always changing, and the local weather is always changing. And the right approach is defined by the specific conditions of the moment.

Build trust and earn it. And repeat. Practice, study, do, and learn. Hone and refine. And repeat. And choose the most important center of emphasis and let the people closest to the problem choose how to solve it. And then build trust and earn it.

This post was inspired by Taylor Pearson and John Boyd, the creator of the OODA loop.

Image credit: Unsplash

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Top 10 Human-Centered Change & Innovation Articles of April 2024

Top 10 Human-Centered Change & Innovation Articles of April 2024Drum roll please…

At the beginning of each month, we will profile the ten articles from the previous month that generated the most traffic to Human-Centered Change & Innovation. Did your favorite make the cut?

But enough delay, here are April’s ten most popular innovation posts:

  1. Ignite Innovation with These 3 Key Ingredients — by Howard Tiersky
  2. What Have We Learned About Digital Transformation? — by Geoffrey A. Moore
  3. The Collective Growth Mindset — by Stefan Lindegaard
  4. Companies Are Not Families — by David Burkus
  5. 24 Customer Experience Mistakes to Stop in 2024 — by Shep Hyken
  6. Transformation is Human Not Digital — by Greg Satell
  7. Embrace the Art of Getting Started — by Mike Shipulski
  8. Trust as a Competitive Advantage — by Greg Satell
  9. 3 Innovation Lessons from The Departed — by Robyn Bolton
  10. Humans Are Not as Different from AI as We Think — by Geoffrey A. Moore

BONUS – Here are five more strong articles published in March that continue to resonate with people:

If you’re not familiar with Human-Centered Change & Innovation, we publish 4-7 new articles every week built around innovation and transformation insights from our roster of contributing authors and ad hoc submissions from community members. Get the articles right in your Facebook, Twitter or Linkedin feeds too!

Have something to contribute?

Human-Centered Change & Innovation is open to contributions from any and all innovation and transformation professionals out there (practitioners, professors, researchers, consultants, authors, etc.) who have valuable human-centered change and innovation insights to share with everyone for the greater good. If you’d like to contribute, please contact me.

P.S. Here are our Top 40 Innovation Bloggers lists from the last four years:

Subscribe to Human-Centered Change & Innovation WeeklySign up here to get Human-Centered Change & Innovation Weekly delivered to your inbox every week.

Top 10 Human-Centered Change & Innovation Articles of March 2024

Top 10 Human-Centered Change & Innovation Articles of March 2024Drum roll please…

At the beginning of each month, we will profile the ten articles from the previous month that generated the most traffic to Human-Centered Change & Innovation. Did your favorite make the cut?

But enough delay, here are March’s ten most popular innovation posts:

  1. Agile Innovation Management — by Diana Porumboiu
  2. How to Re-engineer the Incubation Zone — by Geoffrey A. Moore
  3. It’s Not Clear What Innovation Success Is — by Robyn Bolton
  4. How Do You Know If Your Idea is Novel? — by Mike Shipulski
  5. How to Tell if You Are Trusted — by Mike Shipulski
  6. Innovation is Rubbish! — by John Bessant
  7. Celebrating the Trailblazing Women Pioneers of Innovation — by Art Inteligencia
  8. Thinking Differently About Leadership and Innovation — by Janet Sernack
  9. The Remarkable Power of Negative Feedback — by Dennis Stauffer
  10. 10 CX and Customer Service Predictions for 2024 (Part 1) — by Shep Hyken

BONUS – Here are five more strong articles published in February that continue to resonate with people:

If you’re not familiar with Human-Centered Change & Innovation, we publish 4-7 new articles every week built around innovation and transformation insights from our roster of contributing authors and ad hoc submissions from community members. Get the articles right in your Facebook, Twitter or Linkedin feeds too!

Have something to contribute?

Human-Centered Change & Innovation is open to contributions from any and all innovation and transformation professionals out there (practitioners, professors, researchers, consultants, authors, etc.) who have valuable human-centered change and innovation insights to share with everyone for the greater good. If you’d like to contribute, please contact me.

P.S. Here are our Top 40 Innovation Bloggers lists from the last four years:

Subscribe to Human-Centered Change & Innovation WeeklySign up here to get Human-Centered Change & Innovation Weekly delivered to your inbox every week.

How to Tell if You Are Trusted

How to Tell if You Are Trusted

GUEST POST from Mike Shipulski

When you have trust, people tell you the truth.
— When you don’t have trust, people tell you what you want to hear.

When you have trust, people tell you when others tell you what you want to hear.
— When you don’t have trust, people watch others tell you what you want to hear.

When you have trust, you can talk about the inconvenient truth.
— When you don’t have trust, you can’t.

When you have trust, you can ask for something unreasonable and people try to do it.
— When you don’t have trust, they don’t.

When you have trust, you don’t need organizational power.
— When you have organizational power, you better have trust.

When you have trust, you can violate the rules of success.
— When you don’t have trust, you must toe the line.

When you have trust, you can go deep into the organization to get things done.
— When you don’t have trust, you go to the managers and cross your fingers.

When you have trust, cross-organization alignment emerges mysteriously from the mist.
— When you don’t have trust, you create a steering team.

When you do have trust, the Trust Network does whatever it takes.
— When you don’t have trust, people work the rule.

When you have trust, you do what’s right.
— When you don’t have trust, you do what you’re told.

When you have trust, you don’t need a corporate initiative because people do what you ask.
— When you don’t have trust, you need a dedicated team to run your corporate initiatives.

When you have trust, you don’t need control.
— When you don’t have trust, control works until you get tired.

When you have trust, productivity soars because people decide what to do and do it.
— When you don’t have trust, your bandwidth limits productivity because you make all the decisions.

When you have trust, you send a team member to the meeting and empower them to speak for you.
— When you don’t have trust, you call the meeting, you do the talking, and everyone else listens.

When you have trust, it’s because you’ve earned it.
— When you don’t have trust, it’s because you haven’t.

If I had to choose between trust and control, I’d choose trust.
— Trust is more powerful than control.

Image credit: Unsplash

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Trust is the Answer to Any Question

Trust is the Answer to Any Question

GUEST POST from Mike Shipulski

If you want to make a difference, build trust.

If you want to build trust, do a project together.

If you want to build more trust, help the team do work they think is impossible.

If you want to build more trust, contribute to the project in the background.

If you want to build more trust, actively give credit to others.

If you want to build more trust, deny your involvement.

If you want to create change, build trust.

If you want to build trust, be patient.

If you want to build more trust, be more patient.

If you want to build more trust, check your ego at the door so you can be even more patient.

If you want to have influence, build trust.

If you want to build trust, do something for others.

If you want to build more trust, do something for others that keeps them out of trouble.

If you want to build more trust, do something for others that comes at your expense.

If you want to build more trust, do it all behind the scenes.

If you want to build more trust, plead ignorance.

If you want the next project to be successful, build trust.

If you want to build trust, deliver what you promise.

If you want to build more trust, deliver more than you promise.

If you want to build more trust, deliver more than you promise and give the credit to others.

If you want deep friendships, build trust.

If you want to build trust, give reinforcing feedback.

If you want to build more trust, give reinforcing and correcting feedback in equal amounts.

If you want to build trust, give reinforcing feedback in public and correcting feedback in private.

If you want your work to have meaning, build trust.

Image credit: misterinnovation.com

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Do the Right Thing

Do the Right Thing

GUEST POST from Mike Shipulski

100% agreement means there’s less than 100% truth. If, as a senior leader, you know there are differing opinions left unsaid, what would you do? Would you chastise the untruthful who are afraid to speak their minds? Would you simply ignore what you know to be true and play Angry Birds on your phone? Would you make it safe for the fearful to share their truth? Or would you take it on the chin and speak their truth? As a senior leader, I’d do the last one.

Best practice is sometimes a worst practice. If, as a senior leader, you know a more senior leader is putting immense pressure put on the team to follow a best practice, yet the context requires a new practice, what would you do? Would you go along with the ruse and support the worst practice? Would you keep your mouth shut and play tick-tack-toe until the meeting is over? Would you suggest a new practice, help the team implement it, and take the heat from the Status Quo Police? As a senior leader, I’d do the last one.

Truth builds trust. If, as a senior leader, you know the justification for a new project has been doctored, what would you do? Would you go along with the charade because it’s easy? Would call out the duplicity and preserve the trust you’ve earned from the team over the last decade? As a senior leader, I’d do the last one.

The loudest voice isn’t the rightest voice. If, as a senior leader, you know a more senior leader is using their positional power to strong-arm the team into a decision that is not supported by the data, what would you do? Would you go along with it, even though you know it’s wrong? Would you ask a probing question that makes it clear there is some serious steamrolling going on? And if that doesn’t work, would you be more direct and call out the steamrolling for what it is? As a senior leader, I’d do the last two.

What’s best for the company is not always best for your career. When you speak truth to power in the name of doing what’s best for the company, your career may suffer. When you see duplicity and call it by name, the company will be better for it, but your career may not. When you protect people from the steam roller, the team will thank you, but it may cost you a promotion. When you tell the truth, the right work happens and you earn the trust and respect of most everyone. As a senior leader, if your career suffers, so be it.

When you do the right thing, people remember. When, in a trying time, you have someone’s back, they remember. When a team is unduly pressured and you put yourself between them and the pressure, they remember. When you step in front of the steamroller, people remember. And when you silence the loudest voice so the right decision is made, people remember. As a senior leader, I want to be remembered.

How Do You Want to Be Remembered?

  1. Do you want to be remembered as someone who played Angry Birds or advocated for those too afraid to speak their truth?
  2. Do you want to be remembered as someone who doodled on their notepad or spoke truth to power?
  3. Do you want to be remembered as someone who kept their mouth shut or called out the inconvenient truth?
  4. Do you want to be remembered as someone who did all they could to advance their career or someone who earned the trust and respect of those they worked with?

In the four cases above, I choose the latter.

Image credit: Unsplash

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