Introducing
Your new presentation assistant.
Refine, enhance, and tailor your content, source relevant images, and edit visuals quicker than ever before.
Trending searches
TRUST IN OTHERS, EMPATHY AND COLLABORATION
IMPROV(E) YOURSELF
WARM-UP
GROUP COUNTING
GROUP COUNTING
Our task is to count from 1 to 15 out loud with each group member offering one number at a time.
two people saying a number at the same time,
one person saying two numbers in a row
CHANGE-OVER
CHANGEOVER
Goal is that everyone reaches the other side of the circle
It is not allowed to touch a teammate
Trust in work teams:
An integrative review, multi-
level model, and future directions
Costa, Fulmer & Anderson (2018)
Article one
DEFINITIONS
What is trust?
Trust
Cognitive based trust
affective based trust
Team trust
Team Level
Interpersonal Trust
Individual Level
THEORIES
THEORIES
Incremental
Social Exchange
Social Information processing
Non-incremental
Trans-formational
Social categorization
Calculus-based
Knowledge-based
Identification-based
Swift Trust
MULTILEVEL FRAMEWORK
Multilevel framework
Contextual Factors
Trust in Teams
Team Level Outcomes
Team Level Factors
Team Trust
Team Integration
Individual Level Factors
Individual Level Outcomes
Interpersonal Trust between Members
A multilevel model of trust in work teams.
Trust and Team Performance: A Meta-Analysis of Main Effects,
Moderators, and Covariates
De Jong, Dirks & Gillespie (2016)
Article
two
THE STUDY
THE STUDY
HOW: meta-analyse empirical findings of 112 independent studies (N= 7,763 teams)
AIM: examine the relationship between trust and team performance (whether positively related and conditions where it is important)
WHY:
- Trust is a fundamental characteristic of any work relationship
- insights on trust lack coherence and are mixed and sometimes contradictory
THE RESULTS
Hypothesis & Results
Hypothesis 1: Intrateam trust is positively related to team performance.
Moderators that might explain variability in strength of relationship
Factors: Task interdependence, team virtuality, team stability, authority differentiation, skill differentiation
Hypothesis 2-6: Factor X is a moderator in this relation; the relationship is stronger when Factor X is high than when it is low.
Covariates that can serve as alternative predictors for team performance
Factors: Team trust in leader, past team performance
Hypothesis 7-8: Intrateam trust has a unique positive effect on team performance after controlling for the effect of Factor X
Hypothesis 9: Cognition-based trust has a unique positive effect on team performance after controlling for the effect of affect-based trust, and vice versa
THE DISCUSSION
DISCUSSION
- intrateam trust has a strong influence on team performance
- intrateam trust should be afforded a more prominent and central role in future models of trust and of team performance
- interdependence, authority
- differentiation, and skill differentiation can be understood as moderating factors
- -->trust matters most when parties are dependent on each other
- may not hold for all forms of dependence
Moderate, positive impact of trust on team performance, showing that intrateam trust has unique predictive validity above and beyond alternative key predictors of
team performance, and is robust across key dimensions of trust
Whom do we trust?
When do you experience trust?
TRUST
Room for Discussion
Possible ways to enhance trust?
Trust in a VUCA world ?
Exercises
CRUMBLING
CRUMBLING
- move around an open space
- at one point when you decide to crumble
- call out "CRUMBLING!", then crumble your body very slowly and safely towards the ground.
- keep the person crumbling from falling to the ground
TRUST
TRUST FALL
- Faller: one member stands on a raised platform
- Catchers: rest of the group should form 2 vertical lines facing each other on ground level
- Once everyone is ready and in position, the volunteer should freely fall in the direction of the catchers
- The aim of the catchers is to catch the faller
EMPATHY
EMPATHY
Def:
"The ability to share someone else's feelings or experiences by imagining what it would be like to be in that person's situation"
(empathy, 2018, In dictionary.cambridge.org )
ACTIVE EMPATHY LISTENING
Sensing
Processing
Responding
ACTIVE EMPATHY LISTENING
listening with empathy by focusing on the intended meaning conveyed
- build teams
- each person has 3 minutes to talk about a topic of choice (last vacation, sth that made the person happy, sad, angry,...)
- partner should try to listen non-judgemental, active and empathetic
Resources
Resources
Costa, A. C., Fulmer, C. A., & Anderson, N. R. (2018). Trust in work teams: An integrative review, multilevel model, and future directions. Journal of Organizational Behavior, 39(2), 169-184.
De Jong, B. A., Dirks, K. T., & Gillespie, N. (2016). Trust and team performance: A meta-analysis of main effects, moderators, and covariates. Journal of Applied Psychology, 101(8), 1134.
Drollinger, T., Comer, L. B., & Warrington, P. T. (2006). Development and validation of the active empathetic listening scale. Psychology & Marketing, 23(2), 161-180.
Empathy, 2018, In https://dictionary.cambridge.org/dictionary/english/empathy
Keaton, S. A. (2017). Active Empathic Listening Scale (AELS) (Drollinger, Comer, & Warrington, 2006; also Bodie, 2011. The Sourcebook of Listening Research: Methodology and Measures, 161-166.