Podcasts about creating high performance companies

Feeling overwhelmed in your classroom? You're not alone! Join Dr. Anna and Dr. Beth on this essential episode of New Teacher Talk featuring Jolee Jones, an expert in organizational development who understands what you're going through. Discover why teaching has become the #1 profession for burnout and learn practical strategies to protect your wellbeing. Jolee breaks down stress into four dimensions—spiritual, mental, emotional, and physical—and introduces the game-changing concept of "just-right stress" that can help you find your teaching flow. This episode offers the "Three L's Framework" (Limit, Learn, Listen) with real-world applications you can implement tomorrow. Hear Jolee's personal burnout story and how she transformed her professional life using these very techniques. Whether you're struggling to make it to Friday or simply want to build sustainable teaching practices, this conversation provides the support and strategies you need to thrive, not just survive, in education. Books referenced during the podcast: Unstressable: A Practical Guide to Stress-Free Living, Mo Gawdat & Alice Law Trust Factor: The Science of Creating High-Performance Companies, Paul Zak #TeacherWellness #TeacherLife #NewTeachers #StressManagement #TeacherBurnout #EducatorSupport #SelfCareForTeachers #TeacherTips   SPECIAL NOTE: This is the second of a two-part series to be offered during the month of March, as part of a partnership between AAEE and New Teacher Talk.  Be sure to get your copy of the 2025 Job Search Digital Handbook for Educators.

Immersion: The Science of the Extraordinary and the Source of Happiness by Paul Zak ABOUT THE BOOK: No one raves about boring movies, bland customer service experiences, or sleep-inducing classes.  The world is rapidly transforming into an experience economy as people increasingly crave extraordinary experiences. Experience designers, marketers, entertainment producers, and retailers have long sought to fill this craving.  Now, there's a scientific formula to consistently create extraordinary experiences.  The data shows that those who use this formula increase the impact of experiences tenfold. Creating the extraordinary used to be extraordinarily hard. Immersion offers a framework for transforming nearly any situation from ordinary to extraordinary.  Based on twenty years of neuroscience research from his lab and innumerable client applications, Dr. Paul J. Zak explains why brains crave the extraordinary.  Clear instructions and examples show readers exactly how to create amazing experiences for customers, prospects, employees, audiences, and learners. You can guess if your experience will be extraordinary—or you can apply the insights from Immersion to ensure it is. ABOUT THE AUTHOR: Dr. Paul J. Zak is a Professor of economics, psychology, and management at Claremont Graduate University and is one of the most cited scientists with over 200 published papers and more than 20,000 citations to his research.  Paul's two decades of research have taken him from the Pentagon to Fortune 50 boardrooms to the rainforest of Papua New Guinea.  Along the way, he helped start several interdisciplinary fields including neuroeconomics, neuromanagement, and neuromarketing.  His other books include Trust Factor: The Science of Creating High-Performance Companies and The Moral Molecule: How Trust Works. Paul is also a four-time tech entrepreneur; his current company, Immersion Neuroscience, is a software platform that allows anyone to measure what the brain loves in real time to improve outcomes in entertainment, education and training, advertising, and live events.  He frequently appears in the media in such places as Good Morning America, Dr. Phil, Fox & Friends, ABC Evening News, and his work has been reported in The New York Times, The Wall Street Journal, USA Today, Time, The Economist, Scientific American, Fast Company, Forbes and many other publications. And interesting facts – he met his wife on a flight from Cincinnati to LA, he served as a relationship expert on the Dr Phil show and ABC's hit TV show The Bachelor, and he created a Valentine's Day experiment for NBC's Today Show! Click here for this episode's website page with the links mentioned during the interview... https://www.salesartillery.com/marketing-book-podcast/immersion-paul-zak  

Paul J. Zak is a professor at Claremont Graduate University and is ranked in the top 0.3% of most cited scientists with over 180 published papers and more than 19,000 citations to his research. Zak's two decades of research have taken him from the Pentagon to Fortune 50 boardrooms to the rainforest of Papua New Guinea.  Along the way he helped start a number of interdisciplinary fields including neuroeconomics, neuromanagement, and neuromarketing.  He has written three general audience books and is a regular TED speaker. His latest book, Immersion: The Science of the Extraordinary and Source of Happiness (2022), identifies the neurologic basis for extraordinary experiences and uses 50,000 brain measurements to show readers how to create high-impact marketing, entertainment, training, customer experiences, and employee experiences.  The book shows that extraordinary experiences drive up customer lifetime value and provide the neurologic foundation for increased individual happiness. Zak's other books are Trust Factor: The Science of Creating High Performance Companies (2017) and The Moral Molecule: The Source of Love and Prosperity (2012).  Trust Factor applies neuroscience to efficiently build high-performance organizations by creating a culture of trust. The Moral Molecule received much attention for Zak's discovery of the key role played by the neurochemical oxytocin to explain virtuous behaviors and happiness. Dr. Zak's Books: https://www.amazon.com/stores/Paul-J.-Zak/author/B005VWO61G - Website and live online programs: http://ims-online.com Blog: https://blog.ims-online.com/ Podcast: https://ims-online.com/podcasts/ LinkedIn: https://www.linkedin.com/in/charlesagood/ Twitter: https://twitter.com/charlesgood99 Chapters: (00:00) Introduction (01:22) The Nature of Good and Evil (02:16) The Neurological State of Immersion (06:03) Technique: Creating Extraordinary Experiences (08:06) Tool: The measurement of extraordinary experiences (10:11) Tip: Optimizing corporate training through immersion (11:46) Tool: The role of technology in creating extraordinary experiences (15:48) Technique: The importance of narrative arcs in creating immersive experiences (17:04) Technique: Measuring brain activity to predict market outcomes (18:02) The value of immersion superfans and how to find them (21:02) Tool: Three Dimensions of Immersion to influence other people's behaviors (24:17) Technique: Creative Immersive Peaks with breaks (27:08) Technique: Curating Immersive Learning Experiences (29:59) Tool: The 20-20-20 rule for immersive experiences (32:40) Technique: Crafting emotionally compelling experiences (34:03) The narrative structure and call to action in TED talks (37:13) Tip: The importance of creating value and peak immersion experiences for the audience (39:18) The power of framing stories and social purpose (44:04) Paul's Container Store story (48:12) Tool: The SIRTA Algorithm for Influence or Persuasion (50:20) Key Takeaway (51:29) Conclusion

What if brain chemicals like oxytocin and cortisol could predict how people will behave in social situations and the workplace? Does more testosterone lead to aggressive leadership? Paul J. Zak is the head of the Center for Neuroeconomic Studies at Claremont Graduate University. His books, including Trust Factor: The Science of Creating High-Performance Companies and The Moral Molecule: How Trust Works, examine the connection between brain functions and building trust and cooperation in social groups. Paul and Greg discuss why, 99% of the time, humans default to cooperation, how leadership roles can lead to more circulating testosterone, and a tool that determines exactly what we love based on our brain functions.*unSILOed Podcast is produced by University FM.*Episode Quotes:How do you sustain long-term profit growth?25:15: Right now, we are dying for good people. So, the number of high performers is scarce, and the number of overall performers is scarce. So let's create an environment where they can flourish and perform at their best. They have the freedom and accountability to do what they love once they're trained. Give them some discretion; let them make mistakes; let them learn. Let them innovate. And that's the way to sustain long-term profit growth.An amazing customer experience starts with a great employee experience28:32: It's a sacred duty to create an amazing customer experience. But that starts with creating a great employee experience.Effective work cultures have low turnover34:55: One of the best predictors we found for effective cultures is low turnover. So, it's well known that most people do not leave jobs for more money. They leave because they just can't stand where they're working. And can't stand means the culture, the humans, and the way humans interact. That's what culture is.On trust and human performance24:31: What I think about trust, about human performance is that employees want it, and organizations benefit from it. So it's a really nice win-win space. On the data, you know, people who work in high-trust organizations get sick less, they retain their jobs more. They enjoy their jobs more. They recommend their place of business to friends and family to work there. So all these good things.Show Links:Recommended Resources:Vernon L. SmithJack WelchPeter DruckerGood for the Money: My Fight to Pay Back AmericaunSILOed episode feat. Ben WaberGuest Profile:Faculty Profile at Claremont Graduate UniversityPaul J. Zak's WebsitePaul J. Zak on LinkedInPaul J. Zak on TwitterPau J. Zak on TEDTalkHis Work:Trust Factor: The Science of Creating High-Performance CompaniesThe Moral Molecule: How Trust WorksImmersion: The Science of the Extraordinary and the Source of HappinessImmersion Neuroscience (Website)Moral Markets: The Critical Role of Values in the EconomyMore scholarly articles

Today in our part 2 of 3 of the small series on trust, I dive into a bit more of the technical lessons that are important to consider when learning about trust. I've got some things to give you that might help on your journey as well!  I'll cite four authors throughout this brief conversation.. Charles Feltman, Stephen Covey, Paul Zak, and of course, Brené Brown. And I've broken out four key factors from The Thin Book of Trust that I think you'll appreciate. Enjoy! Resources The Thin Book of Trust, by Charles Feltman Stephen Covey, and two of his works in particular: The Speed of Trust: The One Thing that Changes Everything, and Trust and Inspire Paul Zak, author of The Trust Factor: The Science of Creating High Performance Companies and Braving the Wilderness: The Quest for True Belonging and the Courage to Stand Alone by Brené Brown. Thanks for listening, Stacie More episodes at StacieBaird.com.

Joe Templin is the Human Kaizen Expert, dedicated to making individuals and organizations better. He is the co-founder and President of The Intro Machine, a learning ecosystem and training environment that helps individuals build and grow an introduction-based business. Before co-founding The Intro Machine, Joe served as the Managing Director of The Unique Minds Consulting Group and the CEO of the Lamp of Castle Holdings, Inc. He is also a former director at Northwestern Mutual. His book, Every Day Excellence, outlines the process of making daily investments toward personal improvement and development. In addition to his work at the Intro Machine, Joe serves as a board member of the Autism Society of the Greater Capital Region, New York.   Joe joins me today to discuss why becoming a better human translates to better business. He reveals the most important skill entrepreneurs need to have in the early stages of their business and explains his “be more, sell more” philosophy. He describes how the lessons he learned from studying martial arts have helped him become a better financial advisor and why we all need to do difficult things every day. Joe also highlights why saying “next” is an essential skill for financial advisors to learn and underscores how having an attitude of gratitude positively informs one's ability to do good business.   “Having a more altruistic attitude, in general, translates into better production. It's capitalistic karma: the more you help others, it reflects and comes back to you.” - Joe Templin   This week on The Model FA Podcast:   What “kaizen” means and its application to human development Joe's journey from applied physics to financial services How being a better human naturally builds more business The relationship between commitment, consistency, and confidence Five good things to do on a daily basis Living with no regrets and the Stoic philosophy How to be a better human every day The art of goal planning, reaching for the stars, and setting and achieving big, audacious goals Giving others the gift of a smile and a kind word How good and bad habits compound Why the word “just” puts us on a slippery, downward slope of professional pride Holding yourself to the highest possible standards consistently The “Trust Factor” equation   Resources Mentioned:   Book: Trust Factor: The Science of Creating High-Performance Companies by Paul J. Zak Book: Atomic Habits: An Easy & Proven Way to Build Good Habits & Break Bad Ones by James Clear Book: The Trusted Advisor by David H. Maister Life Happens   Our Favorite Quotes:   “Trust is based on the accumulation of positive experiences someone has with you.” - David DeCelle “Convenience kills. Four or five times a day you need to do the harder thing; avoiding difficult things compounds.” - Joe Templin “Your confidence skyrockets when you do something that you, deep down, didn't want to do—it builds a certain level of resilience that makes you think you can do anything.” - David DeCelle   Related Content:   Ben Newman on Building and Seizing the Prize Fighter Day   Connect with Joe Templin:   The Intro Machine Everyday Excellence Book: Every Day Excellence: A Daily Guide to Growing The Intro Machine on LinkedIn The Intro Machine on Facebook The Intro Machine on Twitter Joe Templin on LinkedIn   About the Model FA Podcast   The Model FA podcast is a show for fiduciary financial advisors. In each episode, our host David DeCelle sits down with industry experts, strategic thinkers, and advisors to explore what it takes  to build a successful practice — and have an abundant life in the process. We believe in continuous learning, tactical advice, and strategies that work — no “gotchas” or BS. Join us to hear stories from successful financial advisors, get actionable ideas from experts, and re-discover your drive to build the practice of your dreams.    Did you like this conversation? Then leave us a rating and a review in whatever podcast player you use. We would love your feedback, and your ratings help us reach more advisors with ideas for growing their practices, attracting great clients, and achieving a better quality of life. While you are there, feel free to share your ideas about future podcast guests or topics you'd love to see covered.    Our Team: President of Model FA, David DeCelle   If you like this podcast, you will love our community! Join the Model FA Community on Facebook to connect with like-minded advisors and share the day-to-day challenges and wins of running a growing financial services firm.

TODAY´S EPISODE IS BROUGHT TO YOU BY THE FLOW RESEARCH COLLECTIVE Are you an entrepreneur, a leader, or a knowledge worker, who wants to harness the power of flow so you can get more done in less time with greater ease and accomplish your boldest professional goals faster? If you´ve answered this question with “hell yes” then our peak-performance training Zero to Dangerous may be a good fit for you. If this sounds of interest to you all you need to do is click here right now, pop in your application and one of our team members will be in touch with you very soon.   ABOUT THE GUEST: You may have heard Dr. Paul Zak's name mentioned in the same sentence as the word “trust” before. He is the author of the “Trust Factor: The Science of Creating High-Performance Companies”. He also wrote the “The Moral Molecule: The Source of Love and Prosperity”. In this book, he recounts his unlikely discovery of the neurochemical oxytocin as the key driver of trust, love and morality.   ABOUT THE EPISODE:  In this episode, you will learn about: Intro (0:00) Oxytocin & Remote Work (0:37) Describing Oxytocin (4:23) Oxytocin & Trust (6:20) 8 Foundations of Organizational Trust (10:37) Love & Oxytocin (13:50) Attachment Theory (18:21) Building Candor & Transparency (21:06) The Risk of Introducing Organizational Purpose (25:15) The Overlap Between Neurochemicals (29:44) Trust, Oxytocin, And Group Flow (40:44) Social Media & Oxytocin (45:15) Trust Within Faith (57:01) Don't Dos In Trust (58:22) Research Genie Question (1:03:25)   RESOURCES  Facebook Twitter LinkedIn Website

Paul Zak is a professor at Claremont Graduate University, founder and Chief Immersion Officer at Immersion Neuroscience, and Senior Scientific Advisor at CancerLife. Over a decade ago, Paul and his team discovered that the neurochemical oxytocin was the driver of trust, love, and morality that distinguish our humanity. In his quest to understand the neuroscience of human connection and happiness, he dedicated two decades of his life to brain research, which took him from the Pentagon, to Fortune 50 boardrooms, and the rainforests of Papua New Guinea. Paul is also an accomplished speaker and author. His second book, Trust Factor: The Science of Creating High Performance Companies, explores the neurochemistry behind toxic organizational cultures, and how we can harness that neurochemistry to build effective workplaces with trust, joy, and commitment. Marcel Schwantes asks Paul to talk about his background. “My goal in my professional life is to create technologies and knowledge to help people curate their lives for greater happiness,” Paul shares. [3:22] Oxytocin has numerous effects on our behavior, Paul finds. The more you trust someone, the more oxytocin your brain produces, and that prompts you to reciprocate good deeds and hospitality. Additionally, oxytocin increases your sense of empathy and reduces physiological stress. It allows you to feel comfortable within a group or community, which lends itself spectacularly to teamwork and organizational performance. [6:44] “Trust is a set of behaviors, not a feeling state,” Paul clarifies. Marcel asks him to describe how he and his team created the survey instrument they used to study several thousand companies. “Once we identified the sets of behaviors that were relevant to trust within organizations,  we created this survey… [a lot of] companies let us come in and take blood from their employees to measure oxytocin levels. Then, we collected data from a huge swath of the US population to identify how these behaviors improved the performance of those organizations,” he explains. [12:14] We're not out of the pandemic yet, Marcel comments. Research proves that the sudden shift to remote work and all the challenges it entails has had negative effects on people's mental health, making it a crucial issue for organizations to address. He asks Paul where holistic development falls under the oxytocin umbrella. “The precursor for trust is psychological safety,” Paul replies. “If I am so stressed out that I'm just holding on with my fingernails, I'm not going to connect to those around me or have the bandwidth to be an effective employee.” He discusses how a high trust model influences holistic development. [20:15] According to Paul, building caring relationships at work is an opportunity to expand your social network, which is where most of life's satisfaction comes from. He explores the concept of trust and accountability, and why one does not negate the other. [26:31] Uncertainty manifests itself in the brain exactly like stress, which is an inhibitor of trust. “Humans don't like uncertainty… if they don't [have the relevant information], humans [run the rumor mill] and use bandwidth on that rather than focusing on creating value for the organization,” Paul claims. “I can reduce that rumor mill if I share information broadly.” [28:04] “If you think about the investment you can make to improve performance, trust is a fairly inexpensive dimension with high returns,” Paul advises. “Think about creating a culture where your high performers can thrive, grow, feel recognized and have the opportunity to control their work lives.” He shares why leaders should personalize their efforts to recognize high performers. [31:50] Resources Paul Zak on LinkedIn | Twitter Trust Factor: The Science of Creating High Performance Companies

The most successful teams have one thing in common. Trust.  They develop trust from the outset. They nurture it. They foster it. But many organizations are yet to see the value of creating trust within the workplace. They experience poor performance tend to overly focus on changes to the business strategies, products/services, organizational systems, etc. Quite often they underestimate the impact of trust on their results. In this new episode of “The World Class Leaders Show”, we welcome Paul Zak to discuss his best-selling book “The Trust Factor: The Science of Creating High-Performance Companies” and how to use trust to inspire teamwork, build a loyal client base and accelerate business outcomes.  Paul Zak, is a Professor of Economics, Psychology, and Management at the Claremont Graduate University. He is a top scientist in his work across the globe, owning 4 technology companies, including the first Neuroscience As A Service (NAAS). He is a five-time TED speaker and has spoken at large organizations such as Nato Supreme Head Quarters and Google.  In this episode, you'll learn: What is trust How to activate the trust factor How to build trust in the workplace and remotely The relationship between trust and high-performance teams How to build trust with clients Share your thoughts about this episode at: andrea@andreapetrone.com Read the full article about this episode: https://www.andreapetrone.com/the-trust-factor-to-drive-high-performance/ If you don't want to miss any new episode article, subscribe today at: https://www.andreapetrone.com/insight/   To connect with Paul Zak, you can connect with him on Linkedin: https://www.linkedin.com/in/paul-zak-91123510/ Or have a look at his studies at: https://neuroeconomicstudies.org/  Or you can head over to his work at: https://www.getimmersion.com/the-immersion-team   For more information about Andrea's work, go to: www.andreapetrone.com To connect with Andrea on Social Media: LinkedIn – https://www.linkedin.com/in/andreapetrone Twitter – https://twitter.com/ie_andrea   Learn more about your ad choices. Visit megaphone.fm/adchoices

Welcome to another episode of the DNA Of Purpose Podcast.Here's a question for today – what if purpose has nothing to do with an individual's pursuit for meaning, but instead is a quality that is symbiotic with our innate desire to belong to a tribe? What if the reason the idea of purpose can be tricky to conceptualise is because we don't understand what factors enable purpose to thrive. Drivers such as trust, connection and belonging.To frame this up we live in a world where we have been exposed to an invisible narrative of seek out success over significance, pursue the promotion over the purpose, and stay on that rat wheel chasing those golden carrots, because if you do your reward at the end is a ‘meaningful life'. Sadly for many people this equation leads to burn out rather than brilliance.Within that race we often miss the moment by moment meaning makers. The acts of kindness and connection. The moments where we can empower co creation, and invite conversation that enable us to view the world through a different lens.What if we chose again and within that, and started to think about purpose through a new lens? Infact, what if the possibilities for a more purposeful life were not about ego, and instead completely reliant on the unique contribution we make within our tribes.And in leading on from those questions: What can science tell us about how our brain responds to attributes such as trust, belonging and our desire to give back to others? Could it be that ‘purpose' itself is evolutionary? Today's good conversation is a good one and I can't wait to dive in.Today's guest is Paul Zak. Paul is the founding Director of the Center for Neuroeconomics Studies and Professor of Economics, Psychology and Management at Claremont Graduate University. He is also the founder of Immersion Neuroscience. For more than two decades his research has taken him from the Pentagon to Fortune 50 boardrooms to the rainforest of Papua New Guinea. All this in a quest to understand the neuroscience of humans of what makes humans tick.Paul has been obsessed with human connection for as long as he can remember. His focus on understanding connection led to his ground-breaking research on oxytocin. And all of this work led to the best title ever: nope, it is not PhD or keynote speaker, it is Dr. Love.His latest book, Trust Factor: The Science of Creating High Performance Companies, uses neuroscience to measure and manage organizational cultures to accelerate business outcomes. His 2012 book, The Moral Molecule: The Source of Love and Prosperity, recounted his unlikely discovery of the exact neurochemical that drives trust, love, and human morality.On that note, get ready to dive into the wonder and the magic of what I am going to call Neuro Purpose...with the one and only Paul Zak.

Here’s a question for today – what makes someone trustworthy? What do you look for? If you had to pin it down to a single trait, or indicator, what would it be?Think about how many people we trust in our lives just for a second – with our vision, our businesses, our children, our finances, the health and wealth of our Nation.Yet how do we ever really know if someone can be trusted - essentially their moral code – until it’s tested. Essentially until – potentially – it’s too late. Which brings me on to my next question, and ultimately the focus of today’s episode. Is there a reliable i.e. scientific way that we can predict and therefore design for trustworthy behaviour? A way of being able to trust who we can trust in a way.Now let’s take that to the next level, if there is. If there are repeatable factors behind trustworthy behaviour – how could we use it to influence ourselves? Our own likelihood of behaving in a way that fits with our intentions – with the vision of the human being we want to be on our best days. When I first started diving into this topic, the marriage of combining science with trust seemed like an unlikely one. Human beings are mysteries right? We’re a walking soup of contradictions, hormones and reactions. Any attempt to predict our behaviour usually fails.And yet – this simple force – trust – is the glue that holds together every single fundamental part of the world that we know. Society, democracy, marriage – they all rely totally upon its existence.So, it would seem about time that we dived a little deeper into the mechanics of it.My guest on today’s episode has done exactly that, but he’s also taken it a step further. He’s identified the actual molecule responsible for trust – and found a way it can be used to predict behaviour with up to 80% accuracy.Paul Zak is the founding Director of the Center for Neuroeconomics Studies and Professor of Economics, Psychology and Management at Claremont Graduate University. Paul’s two decades of research have taken him from the Pentagon to Fortune 50 boardrooms to the rain forest of Papua New Guinea. All this in a quest to understand the neuroscience of human connection, human happiness, and effective teamwork. His latest book, Trust Factor: The Science of Creating High Performance Companies, uses neuroscience to measure and manage organizational cultures to accelerate business outcomes. His 2012 book, The Moral Molecule: The Source of Love and Prosperity, recounted his unlikely discovery of the exact neurochemical that drives trust, love, and human morality. In todays episode we dive into…Why human beings are the only creatures with a fully developed moral code – and how we use it to predict behaviour and essentially keep ourselves safe.The moral molecule – what it is, how it works and how it can be harnessed to increase the likelihood of trustworthy behaviour.The link between trust and prosperity – and why understanding the science of trust might be the key to alleviating poverty How Pauls career and experience in this field has impacted his own approach to building trust – as both a leader and a parentAnd finally – probably the part that blew me away the most – what all this information tells us about the future of storytelling. Including exactly how to structure a story – in order to trigger the chemicals in the brain that are directly responsible for people taking action. On reflection, the part of this conversation that probably stuck with me the most is the concept of ‘time ins’ as a trigger. The essential idea being that when people behave in a way that leads us to disconnect – either as a leader, a partner, a friend or a parent – often our instinct is to give them a time out. Set them apart, make an example, reinforce the rules through separation. In most countries we have based an entire criminal justice system upon this one guiding principle. And yet… in many of those occasions, what’s actually needed is a time in. A bringing closer into the fold. An acknowledgement that - given the wrong combination of situations, chemicals, hormones and moments in time – we can all (and will all to varying degrees) lose sight of our best selves. On that note, hunker down – or hide out somewhere quiet if you’re still in lock down – and soak up both the science and wisdom of the incredible Paul Zak. See acast.com/privacy for privacy and opt-out information.

Episode 42. The Vampire Science of Storytelling with Dr. Paul Zak What can blood tell us about storytelling? Why is liking a story a terrible way of deciding if it's a good one? How can we use science to make our stories more effective? Welcome to The Storypowers Podcast, the show about the power of stories, the people who tell them and why you should be doing it too. I'm your host, keynote speaker and storytelling coach, Francisco Mahfuz. My guest today is Dr Paul Zak. Paul is a scientist, entrepreneur, best-selling author and speaker. His two decades of research have taken him from the Pentagon to Fortune 500 boardrooms to the rain forest of Papua New Guinea. During this ongoing journey, Paul discovered the neurochemical oxytocin as the key driver of trust, love, and morality, and he is one of the pioneers of using neuroscience to quantify the impact of movies, advertising, stories, and consumer experiences. His latest book is Trust Factor: The Science of Creating High Performance Companies. You can find him on getimmersion.com. If you like the show, please leave us a rating on Apple podcasts, share it and SUBSCRIBE! The support is very much appreciated. And please send me your comments on what you'd like to hear on future episodes. You can connect with me on LinkedIn, where I post daily (or as close to that as real life will let me), and on storypowers.com. You can also check out my book "Bare: A Guide to Brutally Honest Public Speaking" on Amazon.

Human connection. That is what this episode’s guest loves.  He has spent two decades of research taking him from the Pentagon to Fortune 50 boardrooms to the rainforest of Papua New Guinea.  All this in a quest to understand the neuroscience of human connection, human happiness, and effective teamwork. He is now deploying neuroscience technologies to solve real problems faced by real people. In this episode, Kevin Withane speaks with Dr. Paul Zak (aka Dr. Love) about: Whether work should be an experience The lesson learnt from spending time with a tribe in Papua New Guinea; and Being a good leader sometimes involves listening to the employee gripes. Paul is the author of Trust Factor: The Science of Creating High-Performance Companies.  You can get your copy from Amazon or Barnes & Noble, and all other good book stores.  ----- You can find out more about Paul on the Cocktail Leadership blog here, and you can find him on Linkedin here. You can engage with Cocktail Leadership on the website, where you will also find links to our social media on:   Follow Cocktail Leadership on Twitter Follow on Facebook Follow on Instagram    ----- Produced by Simpler Media

Where would we be without trust? In our personal lives, it’s an important factor in building relationships. It’s not always at the top of our list of priorities when running a business, but it should be. Business is all about relationships. Trust is a social currency in the corporate realm, and if you invest in trust, it can really benefit your bottom line. A leadership structure that places value on the internal health of the organization is capable of producing incredible results. When employees work in an environment where they feel secure, valued, and autonomous, they are more productive. Positive organizational psychology and high trust means a happier, more efficient, and more profitable workplace.My guest today is Bill Hefferman, a brilliant organizational development leader who has dedicated his career to creating high performing workplaces. For more than 25 years, Bill has been a leader in the field of Organizational Development Theory. Through his insights and common sense approach to problem-solving, he helps people and organizations transition towards trust, thereby uncovering healthier relationships, happier workplaces, and higher productivity. Bill has led initiatives across a wide range of organizations across the world, and his practical approach has helped teams and leaders to work through tough issues by helping people find common ground. In my first role as a manager at Intel, I was fortunate to partner with Bill. His coaching, insight, and guidance were invaluable in helping me to establish a strong foundation of trust from day one with my new team.Today Bill is going to help us map out a plan for quickly establishing trust in both your personal and professional relationships. We’ll discuss how trust is built within leadership, and why it’s a fundamental part of the relationship between managers and employees. He’ll also provide a few relatable examples and tangible actions that we can all use to build and rebuild trust with people at home and in the workplace. Some Questions I Ask:Who were some of your biggest influences growing up? (7:26)What stands out as a defining moment that helped you really uncover your ROAR? (11:03)What can organizations do today to start to create a high trust culture? (14:52)What are some actionable, tangible things that we can do to build trust? (19:33)What are the benefits of a high trust organization to the business? (25:24)What are some simple things that we can do to strengthen our relationships and strengthen the trust foundation as people are working differently through COVID? (37:30)What You’ll Learn About in This Episode:Recognizing the pivotal moments that lead you towards your calling (5:42)Building trust among strangers (9:22)The superpower of fluency in a foreign language (12:21)Humanity as a building block of organizational trust (15:55)The importance of authenticity and vulnerability in establishing trust (17:09)The mindset of authentic vulnerability (17:55)Vulnerability as a path to forgiveness (21:36)Trust and the bottom line (26:53)Character trust versus competence trust (28:46)Dealing with challenging conversations about trust (31:54)An example of vulnerability on live television (33:54)Setting and respecting boundaries (39:41)Connect with Bill Hefferman:LinkedInResources:Book: The Five Dysfunctions of a Team by Patrick LencioniBook: Trust Factor: The Science of Creating High-Performance Companies by Paul J. ZakBook: The Speed of Trust: The One Thing That Changes Everything by Stephen M. R. CoveyBook: Crucial Conversations: Tools for Talking When Stakes are High by Kerry Patterson, Joseph Grenny, Ron McMillan, Al Switzler, Stephen R. CoveyShow: Masterpiece Theatre See acast.com/privacy for privacy and opt-out information.

Paul ZakPaul is the founding Director of the Center for Neuroeconomics Studies and Professor of Economics, Psychology and Management at Claremont Graduate University. He has degrees in mathematics and economics from San Diego State University, a Ph.D. in economics from University of Pennsylvania, and post-doctoral training in neuroimaging from Harvard.Paul's two decades of research have taken him from the Pentagon to Fortune 50 boardrooms to the rain forest of Papua New Guinea.  All this in a quest to understand the neuroscience of human connection, human happiness, and effective teamwork.  His academic lab and companies he has started develop and deploy neuroscience technologies to solve real problems faced by real people.His latest book, Trust Factor: The Science of Creating High Performance Companies, uses neuroscience to measure and manage organizational cultures to inspire teamwork and accelerate business outcomes.  His 2012 book, The Moral Molecule: The Source of Love and Prosperity, recounted his unlikely discovery of the neurochemical oxytocin as the key driver of trust, love, and morality that distinguish our humanity.   In another obsession, Paul's group uses neuroscience to quantify the impact of movies, advertising, stories, and consumer experiences.  Along the way, he has helped start several transdisciplinary fields, including neuroeconomics, neuromanagement, and neuromarketing.

In this episode, we are joined by Dr. Paul Zak. You may have heard Dr. Paul Zak’s name mentioned in the same sentence as the word “trust” before. He is the author of the “Trust Factor: The Science of Creating High-Performance Companies”. He also wrote the “The Moral Molecule: The Source of Love and Prosperity”. In this book, he recounts his unlikely discovery of the neurochemical oxytocin as the key driver of trust, love and morality.  In fact, Paul Zak’s research on oxytocin and relationships has actually earned him the nickname Dr. Love. And I can tell you, Dr. Love suits Paul a ton. You're going to see why in this episode. He is just such a fun, great guy and Steven and I had an absolute blast kicking it with him when we were recording this episode.  In today's episode with Paul, we draw on the ideas that underscore the work that he has done with everyone from the Pentagon to Fortune 50 companies to working with tribes in the rainforest of Papua New Guinea.  We talk about everything - from how to dump more oxytocin into your brain, to tools needed to become a high trust leader as well as the difference between faith and trust from a neurobiological perspective.  We go broad, and we go wide on the topic of trust, and how it relates to flow and peak performance. It’s a super fun one.  And we really began to hit our stride about halfway through the episode. So make sure that you stay tuned until the end. ABOUT THE EPISODE In this episode, you will learn about: What happens to oxytocin in the era of physical and social distancing and increased remote work?  (4:00)Background and details on oxytocin (8:10)The relationship between the size of a group, community, company or country and trust (12:30)The eight foundations for organizational trust (14:10)Vulnerability is a very effective way to induce oxytocin release (21:10)How to create candor and transparency in an organization (24:10)Social bonding and love at work (36:50)Trust, oxytocin and group flow (45:00)Social media and oxytocin (49:00)The dark side of our social nature (54:20)ABOUT THE GUEST Paul is the founding Director of the Center for Neuroeconomics Studies and Professor of Economics, Psychology and Management at Claremont Graduate University.  He has degrees in mathematics and economics from San Diego State University, a Ph.D. in economics from University of Pennsylvania, and post-doctoral training in neuroimaging from Harvard.  He runs an academic lab, consumer neuroscience company, and neuromanagement company. He also serves as a senior advisor to Finsbury, a global leader in strategic communications that advises many of the world’s most successful companies. RESOURCES Web: Dr. Paul Zak’s WebsiteBook: Trust FactorBook: The Moral Molecule

This podcast interview focuses on product innovation that has the power show what people really think and feel so we can create experiences that matter. My guest is Paul Zak, CEO of Immersion.Paul is a scientist, entrepreneur and author of several books.His newest book is "Trust Factor: The Science of Creating High Performance Companies."Paul’s two decades of research have taken him from the Pentagon to Fortune 50 boardrooms to the rain forest of Papua New Guinea. All this in a quest to understand the neuroscience of human connection, human happiness, and effective teamwork. His academic lab and companies he has started develop and deploy neuroscience technologies to solve real problems faced by real people.Paul is the founding Director of the Center for Neuroeconomics Studies and Professor of Economics, Psychology and Management at Claremont Graduate University. He has degrees in mathematics and economics from San Diego State University, a Ph.D. in economics from University of Pennsylvania, and post-doctoral training in neuroimaging from Harvard.In 2017 he founded Immersion which is on a mission to build a platform that would democratize neuroscience and make everyone of us look like a hero.That inspired me, and hence I invited Paul to my podcast. We explore why so many resources and efforts are wasted because of the challenges we face in understanding what people really think and feel. We discuss what can be when we use technology to augment people in understanding these experiences and how that helps to create better products, better services and high-performing organizations.Here are some of his quotes:80% of movies out of Hollywood lose money. Last year, Netflix spent almost $10 billion, creating content that did not hit strong enough to warrant a second season. So how do we not know at this stage of humanity if a movie is going to be great or not, or if a series on Netflix will be great or not. That's a lot of effort put into content that isn't creating real value for humans. It's a lot of wasted energy and focus.What we've done is we created technology, a small wearable, like an apple watch or Samsung (although we can take signal from all those things), and understand what your brain really loves and what frustrates you, and do that with really high frequency.You can see exactly what brains are doing in real time. So, you can pivot, you can audit what you've done in the past, and you can create higher impact experiences.During this interview, you will learn three things:How to create better products and experiences if we stop asking, and instead using technology to get unbiased feedback from people.What exponential impacts we can create when we not only know what people really care about, but actually be equipped to adjust instantly to give them experiences they really care about Why more data is not always better to create results that impact. See acast.com/privacy for privacy and opt-out information.

In this episode, I interview Matt Roadnight, an Agile and Scum coach. Having developed an interest in IT, Matt completed a BSc. degree and went on to begin his career in a corporate environment. After a stint of travelling, he then went on to join a niche IT services company. It was here that he was given that latitude to work in a way and develop himself that he enjoyed. Acquisition of the IT services company by a large corporate got him reevaluating his position and coupled with an opportunity to provide some Agile coaching independently, Matt left to establish his own business. Matt now owns and runs SprintAgile and is a founding partner of BeLiminal LLC. Both organisations focus on developing individuals and teams.Matt shares his journey and the values that he developed that shaped his career and choices. He also talks about the enablers of learning and shares some great resources.Key TakeawaysIn many instances, we train for jobs that don't exist. The important thing is learning to learn and carrying this ability through our careersDeveloping values is important. Understand your values and live by them but make sure you don't focus too much on a single value whilst neglecting other values. There needs to be a balanceAlways be open to opportunities and try to take advantage of opportunities when they are offered to you Challenge yourself to move beyond your comfort zonesEven if you enjoy working alone, don't ignore the importance of partnering and working with other peopleLearning is often driven by client/organisation demand and the desired quality of workMake sure that you develop a growth mindset (learn more about this in Episode 11)Doing quality work is important but don't let perfectionism hold you backChange doesn't happen without emotion!Resources MentionedMatt shared the following resources:Job Crafting - Amy Wrzesniewski on creating meaning in your own workManaging Yourself: Turn the Job You Have into the Job You Want by Amy Wrzesniewski, Justin M. Berg and Jane E. DuttonCamp AmericaBooks MentionedMatt recommended the following books:The Fifth Discipline: The Art and Practice of the Learning Organization by Peter SengeTrust Factor: The Science of Creating High-Performance Companies by Paul ZakCreating Intelligent Teams by Anne Rød and Marita FridjhonBusiness Model You: A One-Page Method For Reinventing Your Career by Timothy Clark, Alexander Osterwalder, and Yves PigneurConnect with MattListeners can learn more about Matt and connect with him by visiting his LinkedIn page, Twitter feed, or the BeLiminal website.Support the show (https://www.buymeacoffee.com/gunterrichter)

As we look ahead to growing, or perhaps rebuilding businesses in this new business climate, one thing is clear: we cannot simply go back to what we did before. Smarter, more thoughtful approaches may be necessary, and gathering insights on how we best connect to the state of mind of the consumer in this moment is crucial. In that spirit, we’d like to share with you an extraordinary conversation  that offers insights into dialing into "neuroeconomics"—or why people make decisions. Dr. Paul Zak, scientist, entrepreneur and author of several books including "Trust Factor: The Science of Creating High Performance Companies.", joins Ritesh Gupta, a host of another MouthMedia Network podcast, Content Is Your Business. We think you’ll get a lot out of this, and we’re delighted to share it with you, in its entirety.

Scientist, entrepreneur, educator, and author Paul Zak sits down with Ben DiPietro, editor of LRN's E&C Pulse newsletter, to talk about the science behind creating trust, why oxytocin is the key to creating trust, and the need to combine this with purpose to build human connection and strong teams. His two decades of research have taken him from the Pentagon, to Fortune 50 boardrooms, to the rain forest of Papua New Guinea, all this in a quest to understand the neuroscience of human connection, human happiness, and effective teamwork. His academic lab and the companies he has started develop and deploy neuroscience technologies to solve real problems faced by real people. He is founder and chairman of Immersion Neuroscience. His latest book, “Trust Factor: The Science of Creating High Performance Companies,” uses neuroscience to measure and manage organizational cultures to inspire teamwork and accelerate business outcomes. Zak and his team use neuroscience to quantify the impact of movies, advertising, stories, and consumer experiences. Along the way, he has helped to start several transdisciplinary fields, including neuroeconomics, neuromanagement, and neuromarketing. Zak serves as the founding director of the Center for Neuroeconomics Studies, and is professor of economics, psychology, and management at Claremont Graduate University. He has degrees in mathematics and economics from San Diego State University, a Ph.D. in economics from University of Pennsylvania, and post-doctoral training in neuroimaging from Harvard.   What You’ll Learn on This Episode: [0:57] What was the path Paul took to become a scientist, a businessman, an author, and an educator? [2:50] What does neuroscience teach us about how trust works to forge relationships between people, teams, and organizations; and what role does oxytocin play in all of that? [4:38] If oxytocin is the link in all of this, is there some way that we can get that to people to increase trust, or is it not a deliverable drug in the way that other drugs are? [6:38] Does one exhibit trust by trusting others or by being trustworthy themselves? [7:41] Can that trust start with something as simple as a smile? [9:28] Is trust enough to get people to be their best and what role does purpose play in bringing that about? [11:03] How can organizations combine those two things together to foster these ethical cultures that they want based on values, integrity, and accountability? [12:18] Paul’s research has uncovered eight factors that form the foundation for a culture of trust. What are those factors? [13:36] How can organizations measure for those factors to see where their employees are or what they need to improve or focus on? [14:21] As the workplace gets more automated and machines begin to work alongside people, can these same techniques be used to build trust between humans and machines, or is that going to take a different formula? [15:19] There are ethical considerations for the use of some of these things. Is it possible to get people to trust things or people that are bad for them, and, if so, how do we ensure that this is used for good outcomes and not bad ones?    

Roger Dooley talks about how eliminating friction at work can lead to better productivity.— YOU'LL LEARN — 1) The cardinal rule of friction. 2) How to reduce the friction of meetings. 3) How mistrust creates friction. Subscribe or visit AwesomeAtYourJob.com/ep533 for clickable versions of the links below. — ABOUT ROGER — Roger Dooley is an author and international keynote speaker. His books include Friction: The Untapped Force That Can Be Your Most Powerful Advantage and Brainfluence: 100 Ways to Persuade and Convince Consumers with Neuromarketing. He is behind the popular blog, Neuromarketing, as well as a column at Forbes.com. He is the founder of Dooley Direct, a consultancy, and co-founded College Confidential, the leading college-bound website. He has an engineering degree from Carnegie Mellon University and an MBA from the University of Tennessee. • Book: "FRICTION―The Untapped Force That Can Be Your Most Powerful Advantage"• Book: "Brainfluence: 100 Ways to Persuade and Convince Consumers with Neuromarketing"• Blog: Neuromarketing• Podcast: Brainfluence• Website: RogerDooley.com— RESOURCES MENTIONED IN THE SHOW — • App: Pocket• Book: “Influence: The Psychology of Persuasion” by Robert Cialdini• Book: “Trust Factor: The Science of Creating High-Performance Companies” by Paul Zak• Company: Gallup• Personality: Cal Newport• Personality: Jack Welch• Personality: Richard Thaler• Personality: Werner Heisenberg• Previous episode: 124: The Science Behind Trust and High-Performance with Paul Zak• Software: Google Tag Manager• Survey: Customer Effort Score• Survey: Net Promoter Score— THANK YOU SPONSORS! —• Freshbooks Cloud Accounting Software gets you paid twice as fast. Free trial (no credit card required) at freshbooks.com/awesome.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Roger Dooley talks about how eliminating friction at work can lead to better productivity.   You'll Learn: 1) The cardinal rule of friction 2) How to reduce the friction of meetings 3) How mistrust creates friction   About Roger: Roger Dooley is an author and international keynote speaker. His books include Friction: The Untapped Force That Can Be Your Most Powerful Advantage and Brainfluence: 100 Ways to Persuade and Convince Consumers with Neuromarketing. He is behind the popular blog, Neuromarketing, as well as a column at Forbes.com.  He is the founder of Dooley Direct, a consultancy, and co-founded College Confidential, the leading college-bound website. He has an engineering degree from Carnegie Mellon University and an MBA from the University of Tennessee.  Book: "FRICTION―The Untapped Force That Can Be Your Most Powerful Advantage" Book: "Brainfluence: 100 Ways to Persuade and Convince Consumers with Neuromarketing" Blog: Neuromarketing Podcast: Brainfluence Website: RogerDooley.com   Resources mentioned in the show: App: Pocket Book: “Influence: The Psychology of Persuasion” by Robert Cialdini Book: “Trust Factor: The Science of Creating High-Performance Companies” by Paul Zak Company: Gallup Personality: Cal Newport Personality: Jack Welch Personality: Richard Thaler Personality: Werner Heisenberg Previous episode: 124: The Science Behind Trust and High-Performance with Paul Zak Software: Google Tag Manager Survey: Customer Effort Score Survey: Net Promoter Score   Thank you Freshbooks! Freshbooks Cloud Accounting Software gets you paid twice as fast. Free trial (no credit card required) at freshbooks.com/awesome.   View transcript, show notes, and links at http://AwesomeAtYourJob.com/ep533

Today my guest is Paul Zak, scientist, prolific author and public speaker. Paul is - what I just love, he wrote the book, The Moral Molecule: The Source of Love and Prosperity in 2012, and literally, he discovered oxytocin. Now what is oxytocin? This was a landmark neurochemical that he discovered was the driver of trust, love and morality. That was a key differentiation for our humanity, and so this made him very popular and he's gotten the nickname Dr. Love. Now, what does this mean for his latest book called, Trust Factor: The Science of Creating High-Performance Companies? As a scientist, his decades of research have taken him from the Pentagon, to research with the three-letter agencies, to the rain forests of Papua New Guinea - all in the quest to understand the neuroscience of human connection, human happiness and effective teamwork. It's through his lab and testing that he's developed and deployed neuroscience technologies to solve real world problems experienced by people, especially in this today's times of exponential technologies. What I love is that those things that we had a hunch about now, he's validating through technologies. Now, what's this about trust? Because there's a big thing going on now that this is the most disengaged workforce in a long time. Much of it is because of the lack of trust. So, what is oxytocin? Experiments have shown that when you have a higher sense of purpose stimulates oxytocin production, as does trust. Trust and purpose, then mutually reinforce each other, providing a mechanism for extended oxytocin release, which produces happiness. So joy on the job comes from doing purpose-driven work with a trusted team. I could go on and on, but I want to let Dr. Paul Zak do most of the talking related to this. Because I think that for leaders, that this is super important. Leadership now, especially for many of the CIOs and technology and digital transformation leaders, the imperative for leaders today is to create this engagement within their teams and within their people. I've had a pattern now with a couple of different podcast interviews talking with people that are top in their field. Here is one of the top scientists in the this field that is talking about how to do this. One of it is creating this peak immersion. Creating an immersion can be contagious and leaders; of course can't just bestow immersion on people. Leaders must embody it, they must be plugged into it themselves. This creates this factor, which allows an organization to take on this resonance, which differentiates you and your organization and your teams within the business and within the marketplace. One of it is creating this peak immersion. Creating an immersion can be contagious and leaders; of course can't just bestow immersion on people. Leaders must embody it, they must be plugged into it themselves. This creates this factor, which allows an organization to take on this resonance, which differentiates you and your organization and your teams within the business and within the marketplace. Well, I want to bring you Paul today because Paul is going to give you practical examples, practical tools and really get you thinking about this topic deeply. So with that, I want to introduce you to my conversation with Dr. Paul Zak. What You Will Learn From This Interview Key Factors in Motivation to Take Action: Paying Attention Emotionally resonant - Real caring so that it impacts the brain These Keys get people into a flow state in which Peak Immersion can be measured People are attracted to those who are engaged. Immersion is Contagious Leaders Must be Plugged in Neural Job Crafting How to Build a Culture of Trust The role of neurochemical Oxytocin Work-life Integration vs Work-life Balance Trust is a Leading Indicator of Engagement A high trust culture doesn't mean you don't have high accountability, daily check-ins, daily huddles, etc Examples of 'Whole Person' Reviews that you can use in your company Creating feedback loops for people Satisfaction vs Happiness High Expectations, striving for better results, Going 'all-in', complete focus is great and letting go and shedding stress is great too About Paul Zak Human connection. Paul’s two decades of research have taken him from the Pentagon to Fortune 50 boardrooms to the rain forest of Papua New Guinea.  All this in a quest to understand the neuroscience of human connection, human happiness, and effective teamwork.  His academic lab and companies he has started develop and deploy neuroscience technologies to solve real problems faced by real people. His latest book, Trust Factor: The Science of Creating High Performance Companies, uses neuroscience to measure and manage organizational cultures to inspire teamwork and accelerate business outcomes.  His 2012 book, The Moral Molecule: The Source of Love and Prosperity, recounted his unlikely discovery of the neurochemical oxytocin as the key driver of trust, love, and morality that distinguish our humanity.   In another obsession, Paul’s group uses neuroscience to quantify the impact of movies, advertising, stories, and consumer experiences.  Along the way, he has helped start several transdisciplinary fields, including neuroeconomics, neuromanagement, and neuromarketing. Here are his specs: Paul is the founding Director of the Center for Neuroeconomics Studies and Professor of Economics, Psychology and Management at Claremont Graduate University. He has degrees in mathematics and economics from San Diego State University, a Ph.D. in economics from University of Pennsylvania, and post-doctoral training in neuroimaging from Harvard.  You can check out his academic lab, consumer neuroscience company, and neuromanagement company. He also serves as a senior advisor to Finsbury, a global leader in strategic communications that advises many of the world’s most successful companies. Paul’s research on oxytocin and relationships has earned him the nickname "Dr. Love."   That’s cool.  He’s all about adding more love to the world. Interesting facts: Zak is a member of the Screen Actors Guild and has created and voiced science dialog for movies, including The Amazing Spiderman. He is a regular panelist on the Discovery Science program Outrageous Acts of Psych. News organizations often request his expertise on neuroscience. His TV appearances include Fareed Zakaria's GPS on CNN, the John Stossel show on Fox Business, the Dr. Phil show, TakePart Live on Pivot TV, Fox and Friends, Good Morning America, and ABC World News Tonight. The Full Transcript can be read here Ways to Connect with Paul Zak: LinkedIn    Website – personal Website - business Twitter  Resources Discussed in this Interview: Academic Lab: com Consumer Neuroscience Company: Zestx Labs.com Neuro-management Company: com (measuring engagement company) Books: Trust Factor: The Science of Creating High Performance Companies by Paul Zak. Published by American Management Association, January 2017. The Moral Molecule: The Source of Love and Prosperity by Paul Zak. Published by Penguin Group, Inc., 2012. This episode is sponsored by the CIO Innovation Forum, dedicated to Business Digital Leaders who want to be a part of 20% of the planet and help their businesses win with innovation and transformation. Music provided by Ben’s Sound: http://www.bensound.com/ Other Ways to Listen to the Podcast:                iTunes | Libsyn | Soundcloud | RSS | LinkedIn    If you enjoyed this episode, then please consider leaving an iTunes review here.  Click here for instructions on how to leave an iTunes review if you’re doing this for the first time. Bill Murphy is a world renowned IT Security Expert dedicated to your success as an IT business leader. Follow Bill on LinkedIn and Twitter.          

Did you know that every interaction you have with someone releases chemicals in their brain? And if you can release the right chemicals, you can increase, trust, cooperation, performance in significant ways? Paul’s two decades of research have taken him from the Pentagon to Fortune 50 boardrooms to the rain forest of New Guinea. His latest book, Trust Factor: The Science of Creating High Performance Companies, uses neuroscience to measure and manage organizational cultures to inspire teamwork and accelerate business outcomes. His 2012 book, The Moral Molecule: The Source of Love and Prosperity, recounted his unlikely discovery of the neurochemical oxytocin, which we'll cover a lot in this episode, as the key driver of trust, love, and morality that distinguish our humanity. Here are his specs: Paul is the founding Director of the Center for Neuroeconomics Studies and Professor of Economics, Psychology and Management at Claremont Graduate University. He has degrees in mathematics and economics from San Diego State University, a Ph.D. in economics from University of Pennsylvania, and post-doctoral training in neuroimaging from Harvard. Paul’s research on oxytocin and relationships has earned him the nickname "Dr. Love." He’s all about adding more love to the world.Paul and I are going to discuss:Small things anyone can do to create more trustWhat you can do if you are not the leader of your team to increase trustHow long it takes to create a culture of trustWhy over half of all change management initiatives failThe business case for increasing trust in your companyWhy the way most companies do annual performance reviews damage culture and trustImportant Links for the Show:The fitness tracker that helps you make positive changes in your life: https://www.whoop.com/ and use code DIANA at checkout for 15% off!The bank that creates a lot of trust with its customers: http://nbkc.com/diana - get a box of awesome Professional AF stuff for signing up!Get 1/2 of your daily fruits and vegetables in a convenient shot!: https://superfoodshot.co and use code DIANA at checkout for 30% off.Paul J. Zak: https://www.pauljzak.com/Professional AF Facebook Group: https://www.facebook.com/groups/943925015810362/Diana online: www.DianaKander.com

Human connection. Paul's two decades of research have taken him from the Pentagon to Fortune 50 boardrooms to the rain forest of Papua New Guinea. All this in a quest to understand the neuroscience of human connection, human happiness, and effective teamwork. His academic lab and companies he has started develop and deploy neuroscience technologies to solve real problems faced by real people. His latest book, Trust Factor: The Science of Creating High Performance Companies, uses neuroscience to measure and manage organizational cultures to inspire teamwork and accelerate business outcomes. His 2012 book, The Moral Molecule: The Source of Love and Prosperity, recounted his unlikely discovery of the neurochemical oxytocin as the key driver of trust, love, and morality that distinguish our humanity. In another obsession, Paul's group uses neuroscience to quantify the impact of movies, advertising, stories, and consumer experiences. Along the way, he has helped start several transdisciplinary fields, including neuroeconomics, neuromanagement, and neuromarketing. Here are his specs: Paul is the founding Director of the Center for Neuroeconomics Studies and Professor of Economics, Psychology and Management at Claremont Graduate University. He has degrees in mathematics and economics from San Diego State University, a Ph.D. in economics from University of Pennsylvania, and post-doctoral training in neuroimaging from Harvard. You can check out his academic lab, consumer neuroscience company, and neuromanagement company. He also serves as a senior advisor to Finsbury, a global leader in strategic communications that advises many of the world's most successful companies. Paul's research on oxytocin and relationships has earned him the nickname "Dr. Love." That's cool. He's all about adding more love to the world. About The Project EGG Show: The Project EGG Show is a video talk show that introduces you to entrepreneurs from around the world. It is broadcast from studios in Metairie, Louisiana to online platforms including YouTube, iTunes, Google Play, Spotify and Stitcher, and hosted by Ben Gothard. Our goal is to give you a fresh, unscripted and unedited look into the lives of real entrepreneurs from around the globe. From billionaires to New York Times best selling authors to Emmy Award winners to Forbes 30 Under 30 recipients to TEDx speakers – we present their real stories – uncensored and uncut. Subscribe To The Show: https://projectegg.co/podcast/ Get Access To: 1. Resources: https://projectegg.co/resources/ 2. Financing Solutions: https://projectegg.co/epoch/ 3. Payment Solutions: https://projectegg.co/sempr/ 4. Services: https://projectegg.co/resources#services 5. Courses: https://projectegg.co/resources#courses 6. Software: https://projectegg.co/resources#software 7. Book: https://projectegg.co/resources#books --- Support this podcast: https://anchor.fm/projectegg/support

Connecting and strategizing content with the way our brains react and engage... Dr. Paul Zak, scientist, entrepreneur and author of several books including "Trust Factor: The Science of Creating High Performance Companies.",, joins host Ritesh Gupta (Head of Content for Vayner Productions) in the MouthMedia Network studios. Neuroconomics—why people make decisions Why decisions are variable, people make mistakes and respond to content A look at the change in brain chemistry when responding to content Grabbing the brain in the right way, motivating charitable inclinations/giving Oxytocin -  associated with things mammals do—reduces fear of being around other people, helps people get along, and can turn on positive social behaviors like trust charity Looking at content second by second, when onee checks out, when not paying attention The “give a sh*&” measure Conflict so we care about how things resolve Advertising - short may be better The miss of sloppy storytelling A testing process including wearable sensor, cloud-based, in a bar the way people might watch ads Why liking a commercial isn’t important, it is the actions that matter Generate conflict, the end of conflict and a high immersive point Why it matters to not resolve conflict, and end on tension point Immersion neuroscience vs. focus groups Why our brains cant process and communicate complex emotional experiences Grabbing the brain in a way that engages Strategizing movie trailers Thinking about bladder capacity Building a predictive model Immersion index Testing ads for an agency Why the small screen is more immersive than the large screen Why watching repeats of TV shows and movies is entertaining  Why valleys/breathers are necessary, in a tight and thoughtful way The biggest mistakes brands make in making content Narrative transportation Thank you to Robert Murtfeld for the introduction to Dr. Zak.

------------------Support the channel------------ Patreon: https://www.patreon.com/thedissenter PayPal: paypal.me/thedissenter ------------------Follow me on--------------------- Facebook: https://www.facebook.com/thedissenteryt/ Twitter: https://twitter.com/TheDissenterYT Dr. Paul Zak is an American neuroeconomist, who is known as a proponent of the field. His current work applies neuroscience to build high performance organizations and to understand and guide consumer decisions. Dr. Zak is the founding Director of the Center for Neuroeconomics Studies and Professor of Economics, Psychology and Management at Claremont Graduate University. He has degrees in mathematics and economics from San Diego State University, a Ph.D. in economics from University of Pennsylvania, and post-doctoral training in neuroimaging from Harvard. He's also the author of books like The Moral Molecule: The Source of Love and Prosperity, and Trust Factor: The Science of Creating High-Performance Companies. In this episode, we talk about neuroeconomics, and the role that oxytocin plays in attachment, and in promoting trust among people that are part of the same organization or society. We go through how oxytocin evolved, and the kinds of prosocial behavior that it mediates. We also refer to other hormones, like testosterone and cortisol, and how they interact with oxytocin and might change its behavioral effects. And, finally, we talk about how we can foster trust in companies and other sorts of human organizations, reduce stress, increase productivity, and empower employees. Time Links: 00:55 What is neuroeconomics? 02:34 The sorts of things Dr. Zak studies 05:32 Oxytocin 10:57 How oxytocin influences behavior 16:40 The evolution of oxytocin 20:39 How other hormones (testosterone, cortisol) interact with oxytocin 25:40 Sex differences in levels of oxytocin and other hormones, and behavioral traits 32:21 Promoting trust among people in the same organization 38:36 Money doesn't work well as an incentive 41:42 Reducing stress in work environments 45:32 Self-empowerment 47:35 Follow Dr. Zak's work! -- Follow Dr. Richerson's work: Faculty page: https://tinyurl.com/y8ctlfue Personal website: https://www.pauljzak.com/ Ofactor: https://ofactor.com/ Books: https://tinyurl.com/ydygmv95 -- A HUGE THANK YOU TO MY PATRONS: KARIN LIETZCKE, ANN BLANCHETTE, JUNOS, SCIMED, PER HELGE HAAKSTD LARSEN, LAU GUERREIRO, RUI BELEZA, MIGUEL ESTRADA, ANTÓNIO CUNHA, CHANTEL GELINAS, JIM FRANK, JERRY MULLER, FRANCIS FORD, HANS FREDRIK SUNDE, BRIAN RIVERA AND ADRIANO ANDRADE! I also leave you with the link to a recent montage video I did with the interviews I have released until the end of June 2018: https://youtu.be/efdb18WdZUo And check out my playlists on: PSYCHOLOGY: https://tinyurl.com/ybalf8km PHILOSOPHY: https://tinyurl.com/yb6a7d3p ANTHROPOLOGY: https://tinyurl.com/y8b42r7g

Do you want your team to be more productive, innovative or engaged?  Basketball legend Michael Jordan says it all “Talent wins games, but teamwork and intelligence win championships.”  If you want to know how you, as a leader, can leverage neuroscience to increase trust and vulnerability to build and sustain a high performing team, this is the podcast for you. Paul Zak is my guest, his two decades of research have taken him from the Pentagon to Fortune 50 boardrooms to the rain forest of Papua New Guinea.  All this in a quest to understand the neuroscience of human connection, human happiness, and effective teamwork.   His academic lab and companies he has started develop and deploy neuroscience technologies to solve real problems faced by real people. His latest book, Trust Factor: The Science of Creating High Performance Companies, uses neuroscience to measure and manage organizational cultures to inspire teamwork and accelerate business outcomes.  His 2012 book, The Moral Molecule: The Source of Love and Prosperity, recounted his unlikely discovery of the neurochemical oxytocin as the key driver of trust, love, and morality that distinguish our humanity.   In another obsession, Paul’s group uses neuroscience to quantify the impact of movies, advertising, stories, and consumer experiences.  Along the way, he has helped start several transdisciplinary fields, including neuroeconomics, neuromanagement, and neuromarketing. Paul is the founding Director of the Center for Neuroeconomics Studies and Professor of Economics, Psychology and Management at Claremont Graduate University. He has degrees in mathematics and economics from San Diego State University, a Ph.D. in economics from University of Pennsylvania, and post-doctoral training in neuroimaging from Harvard.  He also serves as a senior advisor to Finsbury, a global leader in strategic communications that advises many of the world’s most successful companies. Paul’s research on oxytocin and relationships has earned him the nickname "Dr. Love."   That’s cool.  He’s all about adding more love to the world. Thank you Paul so much for being with us and Paul is going to talk about trust and vulnerability for leaders and how important that is and also the science behind it and some tips that you as leaders can use for yourself and your organization. So thank you Paul. So Paul, tell us what is the science behind trust and vulnerability for leadership? I spent most of my professional life running neuroscience experiments to understand why some teams perform at high levels and other teams not so much. And we found that two components are necessary. One is having a trusted team and the second is your purpose. If you know where you're going, it marshals brain resources that motivates you to draw on social resources like people around you to reach goals, particularly when those are difficult but achievable stretch goals. And so when we started looking at the underlying factors that produce trust between teams, we identified eight components and one of those which I call natural, is really being yourself at work. And a key component of that is being vulnerable. So it turns out that many studies have shown that people who are, too beautiful too perfect, we kind of hate those people because we can't believe anyone can be that great and most people aren't that great. They're putting on this mask. And so when you let that mask fall and you say, hey, you know what team, we want to do this thing, you guys are experts in this, not me. I know it's important to us. Here's why. Yeah, take a couple of weeks and start exploring whether we can do this or not. So, a concrete example, you know, my lab, we collect terabytes of brain data and we build predictive models of them and we've started investing in machine learning. So I read some books on machine learning. I'm roughly, you know, acquainted with the different techniques, but I don't have time to learn how to do them. So I have a team and I said, you guys are super smart. You're all learning about machine learning. Here's a couple of giant data sets. Go see if you can improve our predictions using machine learning. And then all of a sudden they want to tell me about, well, we did this and support vector machines. I like, I don't even want to know if it works. Then you explain it to me. If it doesn't work, I don't care, I don't want to waste my brain power. So really empowering those people in my group to say "you are the experts in this, not me." And then come back even though I'm the leader, come back and teach me something and that's a whole different ballgame than "we have to do this and you guys have got to make this work and blah blah blah." So I think the punchline for the work we've done on building high trust teams is that everyone should be treated as a volunteer at work. Everyone's choosing volitionally to be at this organization. So if you're a volunteer, then you need to ask them to do something you can't demand. You need to explain why they're doing something, not just scream at them to get something done. And at the end of the day, they should be thanked for the extra effort they're putting in to move the organization's goal forward. And so that's really being a servant leader or a vulnerable leader. It's a really effective way to achieve high performance in teams. I love that example of not giving the answer, but letting the team come up with that. So why is that so much more valuable then leaders telling them what to do? I think a lot of that is what we've seen in the past, that type of authoritative leadership. I need to know the answer, if I tell them I don't know, I'll appear weak. What is it that happens for employees that makes them more willing to volunteer and be creative when you're asking them to come to the solution versus telling them what to do. Right? This is where the neuroscience comes in. So the work we've done in particular on a brain network is activated by a neurochemical called oxytocin, shows that when we asked for help as social creatures, we almost always are motivated to respond in kind. So if you asked me to do something as opposed to demand or in an aggressive way forced me to do something, most of us get this kind of defensive approach like, Hey, what the hell? I mean, even if you're my boss, don't be intimidating me dude! My recent book "Trust Factor" has a lot of Peter Director in there, who was on the faculty with me at Claremont for years. And you know, Peter is the one who's coined the term knowledge worker. He said if you're a knowledge worker, you need to be your own CEO. Well everyone is a knowledge worker today, literally everyone. So if you're year own CEO and some dude is screaming in the office and I've worked for screamers, you'd probably have too Jill. I don't like it. And the first thing I want to do is get the heck out of there. So we all are our own CEO, so we should treat people like that. Like I'm thrilled that you decided to work for our group. Am I going to push you? Yeah. Am I going to challenge you? For sure. Am I going to talk to you when you're missing your goals? For sure, right? There's no sense in which people are not being held accountable, but I really want to have people give this intrinsic effort and I can't do that, that's internal to the employee. So by the way, I don't even like the word employee, I like colleague or team mate. I think we should get rid of this kind of weird Marxian hangover of capital and labor being at conflict somehow. So anyway, so I don't want to ask colleagues or to force them to do the things I want them to do. I want them to be passionate about what we're doing. If they're passionate about it, they're going to hit the ball out of the park, if I give them the tools to do that and help them learn how to hit the ball. So anyway, I think in the world we're in with an unemployment now, 3.9%, I think I just saw in the US, just getting bodies on board is hard enough, but getting high performers, if I want to do that, I've got to create a culture where people can really thrive and if you are authoritative, if you're aggressive, it's just not going to work and people will go elsewhere and we know that money is a very weak motivator for performance. So let's create the conditions, the social conditions, that drawn our social brain, and in particular induce the release of oxytocin - make us want to work for the team goal. And when we do that it's anti aggressive, it's inclusive and accepting. It's challenging and it's going to be hard and we're going to make mistakes. But guess what? If I'm a leader, I'm going to make mistakes too. And I'd love feedback from you guys as well, but just all try to get better at this thing. So one of my great examples of this actually from the book is where I live near Silicon Valley. They have many, many tech companies have monthly "Congratulations, you screwed up celebrations" Let's get pizza and beer and let's talk about the mistakes we made this month and see who screwed up the biggest because if you want to innovate, you've got to make some mistakes and when you celebrate, you also share those with the company. So if everyone is seeking to innovate that we know everyone's making mistakes, right? Jeff Bezos has said this, "one or two out of 10 of the bets we take pay off, but they pay off big enough that we could do lots of small scale experiments." So yeah, let's talk about how we screwed up. Let's make sure everyone knows so no one else makes that mistake and let's make it fun. So if you want to innovate, try some new stuff and empower those, trust those people around you to make decisions that are going to drive performance up. If you're just going to scream at people they make a mistake, then you're going to get status quo and your going to get a lot of turnover. Yes, they keep the best for themselves when you do that, right? Yeah, for sure. So you shared that there is two things that you found for really high performing teams, a trusted team and purpose. Can you talk a little bit more about purpose? Thank you. Yes, so I think there's two kinds of purposes within organizations. One is the sort of transactional purpose, the processes that you've got to set up to run a company efficiently. I'm talking about a different kind of purpose, which I call transcendent purpose, which is why the organization exists at all and according to Drucker and Edward Deming. at its core organizations exist to improve people's lives. And so companies that embrace that, a sense of service to their client, service to their community, are much more productive and in experiments we've run, we've shown much higher oxytocin release when we have a social purpose, what we're doing, much higher productivity and more enjoyment. So again, I think every organization can find that core purpose that tells us why we're working so hard. Right? Yeah, I need the paycheck. Um, yeah, probably I liked some of the people I work with, but when I got a long day when I've worked my butt off and I realize I'm doing this because I'm saving patients lives or because I'm making my customers day a little better. Doug Rauch, who took Trader Joe's national, he just retired from them, said that when he was taking Trader Joe's national, he realized that they were not a grocery store. They were an organization that was designed to make people happy. They just happen to do that by selling interesting, funky food. But it was all about making people happy. So that's when they started. If you go to Trader Joe's, if you ask the question to one of their colleagues, they walk you down the aisle to find the thing you've asked about. They will do everything. They'll walk the stuff out to your car. They will do everything until you are extraordinarily happy. So that's a really cool approach, right? It means that everything that you're doing has got to fit into that core purpose. It also means if you're doing stuff that doesn't fit their core purpose, you shouldn't be doing it. I love that. I love that example as well with Trader Joe's that is a fun store to go into, definitely. You talked a little bit about how you use this with your team personally. What is one thing that leaders could do if they want to really improve on getting that high performing team? I hear that a lot - high performing team, trust, purpose and especially purpose. So what are the one or two things that a manager could do? I mean it sounds like we're in kindergarten, but it's really simple. Say please and thank you. My group works a lot on project basis, so we have a funded project come in and instead of assigning that task to somebody we say, hey, who would like to do this task? It is a whole different approach. Again, this is done a lot in the silicon valley world. Here's the project, who wants to take lead on this? Who wants to build a team and work on this thing for three months or six months? Who's got capacity? Who's interested? Who wants to stretch themselves and a lot of celebrations. So from the neuroscience perspective, anything that happens more than about a week in the future is almost irrelevant in terms of setting up a feedback loop. So when goals are met, even kinda midterm goals, right? Maybe milestones, have a celebration. do the debrief, get some feedback. I think of that celebration is a chance to have the community of people that you work with come together to celebrate high performance and then you set up aspirations among the entire company for high performance, right? If we're celebrating this. And also if performance goals are not met, celebrate in public, but critique in private. So, very good neuroscience showing that if I dress you down in public, all of a sudden I've shamed you in terms of your social group, that is a guaranteed recipe for disengagement. So you're not meeting your milestones, I will sit down and say, "Hey Jill, you know what, the last couple of weeks you seemed to be behind on where you're supposed to be. Let's talk about why you seem to be missing these milestones and what we can do to help you get around that". And then if, you know people you can't serve remediate, then we have to have a discussion about maybe this is not the right fit for you. But again, I think the explosion of neuroscience in the last 15 years has really allowed us to make specific well tested predictions about how to manage the humans who are around you at work and they're complicated, they're beautiful, very diverse, and they make mistakes and they do extraordinary things and so all of those I think are part of building this high trust high performance team. Yeah, I think those are great tips and just because it seems simple doesn't mean it's easy or maybe we think that it has to be more complex to really make it work. So what else are you working on right now, thinking about or having your team look into to help leaders and teams and organizations be more effective? We've been doing work for the last about 12 years on persuasion, on the neuroscience of persuasion, so how do we create messages both internally to teams and externally to clients that engage them, get them to act, whether that's a purchase post, share word of mouth, and we have identified neurologic signals that are very accurate at allowing us to predict whether messages are effective or not. And recently we rolled out wearable wireless sensors, worn on the forearm in which we can pick up this data coming out of the brain and see in real time how effective a message or an experience is at really engaging people both intentionally, but also emotionally. Do you care about this thing or not? So very exciting, we just released this in January and now working with companies ranging from movie studios and TV producers to large management consulting companies to increase the effectiveness of messaging, of training, of education and just making overall experiences great. So that's what we really want. We live in the experience economy now and so if we want to create great experiences both for our employees but also for our clients, we've got to have measurement tools, otherwise we're just counting on our fallible intuition. So anyway, we're real excited about rolling out these wireless sensors so people can contact me and find out more. That's great. So the wireless sensors you're working on helping organizations, use those to test with their customers or potential clients? How does that work? Both, yeah, with clients we are doing a lot of work on effective messaging, but doing a lot of live events, corporate training events, everything from onboarding recently did some work to help company with employee recruiting. So how do I get people to actually apply for my jobs at my company? And then really on communication in general. So how do we create an effective narrative that tells our company's story or purpose narrative and our narrative to customers, but lots of work in advertising. And I worked on movie trailers, you know, it's amazing at this age and time we live in that a movie studio will spend 100 million or more producing a movie and then you know, they look at some trailers and they go, ah, I like, I liked number one and number seven, let's release that. There's no science there, you know, so it's really blending the art and the science, the art of creation. We can't do that. But from a testing perspective we can get better than just intuition. So that's what we're getting to - having a real tool and doing it in real time was hard. Gosh, was that hard, a lot of signal processing has to go on and cloud computing. So anyway, as you can tell, I'm really excited about having a real time neurosensor that is predictive of what people will do. Very fascinating. Yeah. We are lucky to have all these breakthroughs and ability in technology that allows us to so quickly be able to gather this and use it for good. Right? Absolutely. Yep. Well thank you. So any last words from you? Any specific tips that we didn't cover or anything that you think is really important for leaders to understand as they focus on building trust and transparency with their team. Thank you. Yeah, it's been great to be on with you. I think really understanding that in the world we live in today with really looming labor shortages and a real need to keep the highest performers in your organization, it's the human factors that matter. Vulnerability also means letting your emotions show, being honest, really being a human. I think when you let your humanity show you also absorb the humanity of those people around you and that's what we really want when we work in teams and when we're stretched and we work hard. Human beings are fascinating species I've discovered in my experiments, so really being a great leader means being fully human, accepting your humanity, accepting emotions and letting them show and making mistakes. No one's perfect. We all make mistakes and owning those mistakes too, so no need to be perfect and no-one is a little god at work. As long as we're trying our best and we'll make some progress, it's all good. That's great. Yeah. Take that stress off of trying to be perfect or thinking you are because like you said, you get more out of people when you're not and you're honest about that. That's great. I really appreciate that. Well, thank you so much for sharing this and I hope to have you back as you start doing more work on the neuroscience of persuasion and we get to learn a little bit more about what you're learning and how leaders can use this as well. So thank you and I hope you have an amazing week. Thanks so much Jill. Closing I hope that you have enjoyed this and can start using some of these great ideas build high performing teams.  Make sure to subscribe to be alerted to ongoing podcasts. I work with leaders and their teams to apply these concepts, grow themselves, their teams and their business.  Schedule a free 30 minute consultation here to see if I can help you, your team or your organization.  You can reach me, Jill Windelspecht, directly by email at jillwindel@TalentSpecialists.net and visit my website at www.TalentSpecialists.net. Get in touch with Paul:  Paul's Website  

Paul Zak is the founding director of the Centre for Neuroeconomic Studies and professor of economics, psychology, and management at Claremont Graduate University. Paul is part of the team of scientists that first made the connection between oxytocin and trust, and this TED Talk on the topic has received over a million views. His latest book, Trust Factor, The Science of Creating High-Performance Companies uses neuroscience to measure and manage organizational cultures to inspire teamwork and accelerate business outcomes. In today’s episode, we’ll be discussing the effects of oxytocin on trust and how heightening the OXYTOCIN factors can help to build stronger and more effective teams in workplaces. Connect with Paul: Website: pauljzak.com [free_product_purchase id="26345"] You’ll Learn: [01:57] - Paul explains how neuromanagement works. [04:33] - Paul outlines the OXYTOCIN factors that workplaces can build to improve trust in organizations. [08:30] - Paul explains how to confidently share neuroscience findings as researchers continue to learn more about the brain. [14:34] - Paul shares the bottom-line benefits of trust in workplaces. [17:30] - Paul outlines the research on how oxytocin impacts people’s ability to trust. [21:28] - Paul shares why new studies have found oxytocin can stimulate envy. [23:17] - Paul completes the lightning round. Your Resources: Making Positive Psychology Work on Facebook - Free Gift Gwynne Shotwell's TED Talk Eat People by Andy Kessler Trust Factor by Paul J Zaj & Dan John Miller Thanks for listening! Thanks so much for joining me again this week.  If you enjoyed this episode, please share it using the social media buttons you see at the bottom of this post. Please leave an honest review for the Making Positive Psychology Work Podcast on iTunes. Ratings and reviews are extremely helpful and greatly appreciated. They do matter in the rankings of the show, and I read each and every one of them.  And don’t forget to subscribe to the show on iTunes to get automatic updates. It’s free! You can also listen to all the episodes of Making Positive Psychology Work streamed directly to your smartphone or iPad through stitcher. No need for downloading or syncing. Until next time, take care!  Thank you Paul!

In this episode we discuss the groundbreaking research behind the ancient molecule that fuels peak performance, the foundations of neuroeconomics, how our brains react during social interactions, we examine how our brains are designed to connect and built to work cooperatively, we dig into the power of oxytocin and how you can increase it in your life, and much more with Dr. Paul Zak.     Dr. Paul Zak is founding Director of the Center for Neuroeconomics Studies and Professor of Economics, Psychology, and Management at Claremont Graduate University. He was also among the team of scientists who were the first to use brain imaging to identify the role of oxytocin as a key driver of trust, love, and morality that distinguish our humanity. Paul is the author of the new book Trust Factor: The Science of Creating High-Performance Companies and has appeared on ABC World News, CNN, Fox Business, and more.    Paul founded the field of Neuroeconomics - what is that? How are humans able to interact with total strangers when that is impossible in the animal kingdom? How do our brains balance the risks of meeting a stranger vs the benefits of increased social influence? Our brains live in this soup of chemicals, none of which we are aware of consciously How Paul’s groundbreaking research transformed what scientists thought about the production of oxytocin and how humans build trust  Oxytocin is an on/off switch Paul challenges the listeners to a fight!  Our brains naturally help us adapt to the environment we are in How do we get people in groups to perform at their highest level How you can train your brain to release more oxytocin Learn how to read the emotional state of the people around you How “listening with your eyes” can help boost your oxytocin and help you become more in sync with people The “evil trick” you can use to get tons of information when you meet someone (it’s NOT what you expect!) Our brains are designed to connect, we want to be connected. We are naturally open to touch. Our brains are built to work cooperatively.  Strategies you can use in your daily life to increase your oxytocin  How companies can measure and manage their culture for high trust and high performance The 8 key building blocks leaders can use to build trust and improve high performance Paul focuses on measuring brain activity and use that to solve real problems that humans have. The neuroscience firmly demonstrates the power and vital importance of sleep  How you can implement concrete changes to get the biggest bang for your buck in building a culture of high performance We trust people more who are their real, vulnerable, natural selves Why you should replace “how was your weekend” with “hey you look really ” to build deeper relationships Almost no human can survive on their own - we only survive in groups - we must understand how to engage the groups that we are constantly around Science predicts, and data strongly supports, that people want to be and enjoy being part of high performance groups Why isn’t work an adventure? How can we make a work an adventure Connecting, touching, giving a gift - give the gift of connection, empowerment, love, to someone around you Learn more about your ad choices. Visit megaphone.fm/adchoices

Trust is a critical factor in building high-impact and lasting customer relationships. But sometimes, trust can be elusive. Have you ever wondered why it's easy to build trust in some relationships, while in others, trust is more difficult to establish? To learn more about the neuroscience of trust, we invited author and researcher, Paul Zak, onto the podcast. Paul is the author of Trust Factor: The Science of Creating High-Performance Companies. Through the lens of neuroscience, Paul studies how to improve business outcomes. The post Episode 7: The Neuroscience of Trust – Featuring: Paul Zak, Author appeared first on Ecosystems.

Backstories Studio Principal Ted Frank shows how to apply Hollywood tools to create and give great presentations.You'll Learn:The fundamental key to captivating peopleBest practices to help your audience remember the crucial pointsKeys to keeping it simple and real in your presentationAbout TedTed Frank is the principal and story strategist for Backstories Studio, with clients like Netflix, ESPN, and Twitter. He is the author of Get to the Heart, a book on how to apply movie style storytelling to presentations.Items Mentioned in this Show:Book: Get to the Heart by Ted FrankBook: Trust Factor: The Science of Creating High Performance Companies by Paul ZakCompany: Backstories StudioTED Talk: Paul Zak on trust (and Paul Zak on our show!)View transcript, show notes, and links at https://awesomeatyourjob.com/ep136See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Paul Zak is the founding Director of the Center for Neuroeconomics Studies and Professor of Economics, Psychology and Management at Claremont Graduate University. Pauls’s two decades of research have taken him from the Pentagon to Fortune 50 boardrooms to the rain forest of Papua New Guinea.  All this in a quest to understand the neuroscience of human connection, human happiness, and effective teamwork. His academic lab and companies he has started develop and deploy neuroscience technologies to solve real problems faced by real people. His latest book, Trust Factor: The Science of Creating High Performance Companies, uses neuroscience to measure and manage organizational cultures to inspire teamwork and accelerate business outcomes. In this interview, we discuss the key role trust building plays in enhances performance.