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Engagement programs and monetary rewards can only put Band-Aids on a toxic workplace culture. The key to lasting improvement is actually brain chemistry!
About the author
Dr. Paul J. Zak is a professor of economics, psychology, and management at Claremont Graduate University. He is ranked in the top 0.3 percent of most-cited scientists with over 170 published papers and more than 18,000 citations. He helped start several interdisciplinary fields, including neuroeconomics, neuromanagement, and neuromarketing. Paul is a regular TED speaker, four-time tech entrepreneur, and corporate consultant. He frequently appears in the media, including Good Morning America, the BBC, NBC's The Today Show, CNN, and Fox &Friends. His groundbreaking research has been reported in The New York Times, The Wall Street Journal, Time, The Economist, Scientific American, Forbes, and many other publications.
Summary
Why is the culture of a stagnant workplace so difficult to improve? Learn to cultivate a workplace where trust, joy, and commitment compounds naturally by harnessing the power of neurochemistry!
For decades, business leaders have been equipping themselves with every book, philosophy, reward, and program, yet companies everywhere continue to struggle with toxic cultures, and the unhappiness and low productivity that go with them.
In Trust Factor, neuroscientist Paul Zak shows that innate brain functions hold the answers we’ve been looking for. Put simply, the key to providing an engaging, encouraging, positive culture that keeps your employees energized is trust. When someone shows you trust, a feel-good jolt of oxytocin surges through your brain and triggers you to reciprocate.
Within this book, Zak explains topics such as:
- How brain chemicals affect behavior
- Why trust gets squashed
- How to stimulate trust within your employees
- And much more!
This book also incorporates science-based insights for building high-trust organizations with successful examples from The Container Store, Zappos, and Herman Miller.
Stop recycling the same ineffective strategies and programs for improving culture. By using the simple mechanisms in
Trust Factor, you can create a perpetual trust-building cycle between your management and staff, thus ending stubborn workplace patterns.
