Priyum Bundhun’s Post

In the realm of organizational culture, leadership, and daily interactions with your team, the pivotal factor that elevates a company from being good to great is the foundation of "trust."

"In my research I’ve found that building a culture of trust is what makes a meaningful difference. Employees in high-trust organizations are more productive, have more energy at work, collaborate better with their colleagues, and stay with their employers longer than people working at low-trust companies. They also suffer less chronic stress and are happier with their lives, and these factors fuel stronger performance. How to Manage for Trust 1. Recognize excellence 2. Induce “challenge stress” 3. Give people discretion in how they do their work 4. Enable job crafting 5. Share information broadly 6. Intentionally build relationships 7. Facilitate whole-person growth 8. Show vulnerability Ultimately, you cultivate trust by setting a clear direction, giving people what they need to see it through, and getting out of their way." Let us help you build trust in your organization through our leadership development coaching and team development experiences. https://lnkd.in/esRrjP9

Every week I learn more about myself and others through my coaching practice - whether I am coach or client. What have i learned this week? It's all about trust. - Trust in yourself and your strengths to know that you can do it - whatever "it" might be. - Trust is a value many hold and when it is not honored, personally or professional, it can significantly impact your life. - Trust within an organization is crucial to the creation of a positive culture. I plan to focus more on trusting myself and helping others build trust where they might need it. How might you join me in this trust challenge too?

Whilst researching on the neuro-science behind the mind-body connection that underpins embodied leadership I came across this article I thought worth sharing. 🙌 In it, Paul J. Zak shares his research on the brain chemical oxytocin—shown to facilitate collaboration and teamwork – and his framework for creating a culture of trust and building a happier, more loyal, and more productive workforce. I was particularly struck by two things: 1. The alignment between the eight management behaviours which he’s identified that foster trust and Kouzes and Posner’s Five Practices of Exemplary Leadership 👍 2. His conclusion that managers can cultivate trust by treating people like responsible adults. 😲 Grab a cuppa and get reading! 👇 ☕ https://lnkd.in/e5ft-upB #jmaleadership #leadershipdevelopment #executivecoaching 

"Consider Gallup’s meta-analysis of decades’ worth of data: It shows that high engagement—defined largely as having a strong connection with one’s work and colleagues, feeling like a real contributor, and enjoying ample chances to learn—consistently leads to positive outcomes for both individuals and organizations. The rewards include higher productivity, better-quality products, and increased profitability." #leadership #employeeengagement #productivity #trust #organizationalleadership #organizationalculture #teamsuccess

A culture of trust: not surprisingly employees in high-trust organizations are more productive, have more energy at work, collaborate better with their colleagues, and stay with their employers longer than people working at low-trust companies. How to do this? Some good insights based on a lengthy study. #trust #leadership #growth #development

Really interesting and thought provoking course. Highly recommend this one Just finished the course “How Managers Create a Culture of Belonging” by Kimberly Manns! Check it out: https://lnkd.in/g9qq4V8H #diversityinclusion #workplaceculture.

The article below talks a lot on creating a culture of trust. A roadmap in a way. 8 management behaviours listed as below -Recognize excellence -Induce “challenge stress" -Give people discretion in how they do their work -Enable job crafting -Share information broadly -Intentionally build relationships -Facilitate whole-person growth -Show vulnerability As brilliant as #HBR always is I think #intentionality is the key to all that is listed. “The first responsibility of a leader is to define reality. The last is to say thank you. In between the two, the leader must become a servant.” ~ Former Herman Miller CEO Max De Pree https://lnkd.in/gFi_EdMi

The case for cultivating more trust within your team or organization: "Employees in high-trust organizations are more productive, have more energy at work, collaborate better with their colleagues, and stay with their employers longer than people working at low-trust companies. They also suffer less chronic stress and are happier with their lives, and these factors fuel stronger performance." https://lnkd.in/ehXYyD-z #trust #leadership #productivity

This past Tuesday, while attending a networking event in Vienna, I delved into a stimulating conversation with a senior executive and HR professional. Our discourse centered on the daunting challenges of identifying top talents and retaining the high performers within a company's workforce. In essence, we reached a consensus: building and maintaining trust within an organization is paramount. Such trust accelerates enhanced performance, unwavering loyalty, and groundbreaking innovation. Furthermore, we concurred that an organization's leadership is indispensable in fostering this trust. Leaders must set clear directions, generously provide necessary resources, and consistently treat employees with respect and autonomy. The insights from the HRB article further echo these sentiments. https://lnkd.in/e5MDj2Fq TRIPA #Leadership #OrganizationalTrust #TalentManagement #EmployeeRetention #HRInsights