THE DEEPLY HUMAN NEED FOR TRUST

Of the three dimensions of trust, connection-based trust just might be the most important. After all, if you can’t connect with someone at the most basic level, does it really matter if they’re competent or have good character? Despite this importance, however, I believe that connection is where companies tend to struggle the most.

The reality is that if you want your organization to be driven by a focused, aligned, and thriving workforce, connection-based trust is nothing short of essential. Some components of connection-based trust include: agreements over expectations, compatible interests, and a defined sense or understanding of purpose.

Read more in Trust Part 5: Connection-Based Trust.

The purpose component is multifaceted. It relates to vision and worldviews, but it’s also strongly tied to the concept of connection. Most of us have learned that when it comes to groups and communities, some are a good fit for us while others just aren’t. This doesn’t mean we can’t coexist and thrive without belonging to all possible groups. And it certainly doesn’t mean that different groups cannot get along. But as founders, it makes things a hell of a lot easier when you hire people who share your company’s Core Values so that connection-based trust forms quickly and naturally. 

PERSPECTIVES

“Never doubt that a small group of thoughtful, committed citizens can change the world. Indeed it is the only thing that ever has.” — Margaret Mead

“If you have a strong purpose in life, you don't have to be pushed. Your passion will drive you there.” ― Roy T. Bennett

MARK MY WORDS

I wrote in the previous issue about the collective human desire to find our tribes. I believe that, on some level, we all want to matter — whatever that means to us specifically — and one way of feeling like we’ve accomplished this is to feel like we’re positively contributing to the world around us. If we matter, we’ll have a reasonable likelihood of developing comprehensive self-esteem. 

This is consistent with one of my favorite frameworks, Maslow’s Hierarchy of Needs. According to psychologist Abraham Maslow, human needs can be arranged in a hierarchy. The five levels of the hierarchy are physiological needs, safety and security, love and belonging, self-esteem, and self-actualization. Beyond the two basic survival-based needs, connection-based trust and a sense of purpose help fulfill the higher tiers of the hierarchy. It’s why our relationships are so important to us and why we care so much about working at a company with Core Values that reflect our own.

For team members to fulfill their need to matter, they must believe that their Work matters. They must buy into your company’s Compelling Why, a purpose they are pursuing with an entire tribe of people deeply connected by a shared culture and resonant Core Values. As founders, we’re responsible for designing a company where each person can see how their individual contributions slot into the broader vision, ensuring that every team member feels valued, inspired, and integral to the collective success. This is the kind of alignment and connection that will drive your organization forward.

TUNE IN

Get ready to delve into the critical importance of frameworks in both personal and professional contexts. I’m getting into the details of how frameworks aid in decision-making and efficiency, and how embracing structured tools and methodologies can lead to substantial improvements in organizational productivity.