Creating Evidence-Based Trust in Collaborations

Ever thought about what trust would look like in teams that involve both humans and AI? For this week's #TuesdayTrustTake, let's explore some related research.   An article just published in the journal Computers in Human Behavior, in which researchers simulated that type of team setup, found that in such settings: - Trust spreads through four key mechanisms: effective communication during problem-solving, social information processing (using others' opinions as cues), reciprocity (returning trust when shown), and behavior modeling (copying positive team dynamics) - Distrust spreads faster than trust: participants were more resistant to positive information but quickly influenced by negative feedback about teammates - "Teammateness" trumps perfection: AI teammates who showed commitment to team goals and acknowledged/corrected mistakes were more trusted than those who appeared flawless but detached - Information inconsistency kills team trust: when team members shared conflicting information, it created lasting wariness toward all teammates   While this study focused on human-AI collaboration, the implications for traditional teams are significant. Trust isn't just about individual relationships; it's a team-wide phenomenon that can make or break collective performance. Trust is contagious.   Takeaways for leaders (no matter whether you have any robot reports or not): - Create trust repair protocols: Establish norms for how team members acknowledge mistakes and collaborate to fix them quickly - Monitor information consistency: Ensure team communications are aligned and address conflicting messages immediately - Model trust-building behaviors: Demonstrate commitment to team goals through your actions and encourage others to do the same   I'd love to hear from you - What patterns have you noticed about how trust spreads (or erodes) in your teams? Have you seen examples where one person's attitude significantly influenced the entire group dynamic?   #Trust #TeamDynamics #Leadership #OrganizationalEffectiveness #HumanCapital   The Tuesday Trust Take combines review of research related to trust and insights from my own experience of a couple decades in People & Culture. Click on the bell icon underneath my profile banner + select "All" to stay updated on new posts and be sure to join in the conversation!

𝐈𝐧𝐟𝐥𝐮𝐞𝐧𝐜𝐞 𝐓𝐡𝐚𝐭 𝐋𝐚𝐬𝐭𝐬: 𝐁𝐚𝐜𝐤𝐞𝐝 𝐛𝐲 𝐑𝐞𝐬𝐞𝐚𝐫𝐜𝐡 𝐚𝐧𝐝 𝐆𝐮𝐢𝐝𝐞𝐝 𝐛𝐲 𝐄𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞 In my last post, I shared what I’ve learned firsthand: authority may command action, but influence builds true commitment. And a few people asked me for a natural follow-up: 𝘏𝘰𝘸 𝘥𝘰 𝘺𝘰𝘶 𝘪𝘯𝘧𝘭𝘶𝘦𝘯𝘤𝘦? Then I started digging deeper into why that matters—and how to do it well. What I’ve found is that many leadership behaviors backed by rigorous research align directly with the principles I’ve practiced my whole life. Here’s how each principle is grounded in science—and how it’s played out in my own work: 🔹 Clarity  Research from the University of Pennsylvania shows that clear communication from the leader helps teams build rapport, trust, and collaboration toward shared goals. What I’ve seen: When I skip over the “why” and dive into tasks, momentum stalls. But making the purpose explicit, especially in cross-functional teams, can quickly unite everyone. 🔹 Credibility A 2022 study shows that “leader credibility” is key for building trust and getting people on board. I believe it depends more on actions than on job titles. In practice: Working with global teams, I discovered that being consistently prepared, honest about what I didn’t know, and owning mistakes did more to build trust than my title ever could. 🔹 Connection The success of collaboration hinges on trust and authentic relationships; even outside classic org charts. My experience: When a big project got complicated, only strategy could not help. But having honest, real talk beyond KPIs helped us navigate through the challenges. 🔹 Curiosity Research shows that curiosity—when genuine and well-timed—sparks collaboration, unearths unspoken blockers, and accelerates solutions. What it meant: For example, when leading a project where things look stuck, instead of pushing through, the right question to ask would be “what is holding us back?” And remember, it isn’t just about asking—it is also about making it safe to answer. 🔹 Collaboration Research on collaborative leadership across sectors shows shared ownership enhances performance, innovation, and sustained impact. How I applied it: As we undertook a major rebranding for Kanerika Inc, it was decided that all key stakeholders would be involved from ideation sessions to final roll out. Calendars were booked and with the shared sense of ownership, it was easy to get the outcome we wanted.  Well, the 5C framework can be helpful in leading without relying 𝐎𝐍𝐋𝐘 on org charts. It can help unlock trust across teams.  I’d love to hear what leadership strategies have you found most effective? Anshul Sharma Bhupendra Chopra Dr. Kshitij Singhal Gaurav Verma Cdr Manpreet Singh (Retd) Nandini Sarika Amit Chandak Amit Manisha #Leadership #Influence #EvidenceBased #Trust #Collaboration #Curiosity #Credibility #Clarity #ModernLeadership #Kanerika

It took me 17 years in international development to learn what actually builds sustainable partnerships—and it’s not what you think. I spent 17 years navigating the intricate world of international development. Here's the shortcut to save you a decade's worth of trial and error in building sustainable partnerships. Listen First: It sounds simple, but truly listening can transform your approach. Lead with curiosity. Instead of jumping into solutions, ask learning questions that show genuine interest. What challenges are they facing? What do ventures and stakeholders value? Local Expertise Matters: Don't swoop in with preconceived notions. Engage with local leaders and communities to identify their strengths and needs. This locally led solution ensures you're not just another outsider pushing an agenda. Build Trust through Transparency: Share your goals, motivations, and even uncertainties! It’s ok to say “I don’t know.” People appreciate honesty more than you think. Focus on Mutual Benefits: Partnerships thrive when both sides feel they're gaining something valuable. Clearly outline how your collaboration can benefit them long term. Be Adaptable: Plans change – especially in international work! Stay flexible and open to adjusting strategies based on feedback from your partners. These principles helped me transform transactional relationships into high-impact collaborations across Africa, and the U.S. They’re also the foundation of how I coach founders today—especially those navigating leadership and business growth. If you're building partnerships that last, start here. What do you wish more people understood about building trust in global partnerships? #InternationalDevelopment #FounderSupport #LeadershipCoaching #Rippleworks #ImpactInvesting #SystemsThinking #SustainablePartnerships #LocallyLedDevelopment #VentureSupport

In a world brimming with innovative ideas and diverse leadership styles, standing out as a thought leader requires more than just a compelling vision. It demands an unwavering confidence in your ideas and the ability to inspire trust within your team. How do you achieve this? The secret lies in the power of evidence. Why Evidence is Your Ally... Builds Credibility: Evidence-based decisions demonstrate a commitment to facts over opinion, enhancing your credibility as a leader. Fosters Trust: When team members see that decisions are backed by concrete evidence, it builds trust in your leadership and vision. Encourages Alignment: Clear evidence aligns your team’s efforts towards a common goal, reducing misunderstandings and conflicts. Drives Better Decision-Making: Basing decisions on evidence leads to more informed, strategic choices that can propel your organization forward. Enhances Team Engagement: Teams that trust their leader’s vision are more engaged, motivated, and committed to achieving collective goals. Tangible Ways to Build Evidence Within Your Team... Data-Driven Approach: Regularly use data and analytics to guide your decisions. This shows your team that your choices are grounded in reality, not just intuition. Case Studies and Success Stories: Share relevant case studies and success stories that exemplify the effectiveness of your strategies. Transparent Communication: Be transparent about the sources of your evidence. This openness builds trust and allows team members to understand the ‘why’ behind decisions. Continuous Learning: Encourage a culture of learning and curiosity. Staying informed about industry trends and advancements adds depth to your evidence pool. Feedback Mechanisms: Implement systems to gather feedback and insights from your team. This collaborative approach not only enriches your evidence but also makes team members feel valued. Showcasing Results: Regularly showcase the results and impacts of evidence-backed decisions. Success stories serve as powerful motivators and affirmations of your leadership. As a thought leader, your journey is not just about having a vision, but about substantiating that vision with evidence that resonates with your team. This approach not only builds your self-confidence but also cultivates a culture of trust and respect within your organization. Remember, in the pursuit of leadership excellence, let evidence be your compass and your beacon.

0 Trust × 100 Meetings = 0 Partnerships This formula sums it up pretty well. You can book all the meetings in the world.  You can follow up a hundred times.  You can even pitch the best solution on the market. But without trust? Nothing happens. What does trust actually look like in BD? It’s not just smiling in meetings. It’s not about “relationship-building” fluff. It’s about: ✅ Following through on your promises.  ✅ Understanding their problems before pitching solutions.  ✅ Making connections that go beyond “Let’s circle back. Trust multiplies results. If you have trust, one meeting can turn into a lasting partnership. Without trust, 100 meetings won’t move the needle. So, how do you build trust in BD? 1️⃣ Listen before you pitch.  Skip the features and pricing talk. Dig into the real problems your prospect is facing. Ask questions that actually matter.    2️⃣ Be their internal champion.  Help your prospects sell the idea internally.  You’re not just dealing with one decision-maker — you’re navigating an ecosystem of stakeholders. Map it out and be the bridge.    3️⃣ Collaborate across departments.  Your BD efforts will fall flat if your product, marketing, and sales teams aren’t aligned. Internal trust precedes external trust. 0 Trust × 100 Meetings = 0 Partnerships Fix the trust gap, and watch your results multiply. 💬 Agree or disagree?  #businessdevelopment #partnerships #business

Trust is the cornerstone of any successful organization. It fosters collaboration, boosts morale, and enhances productivity. Yet, building and maintaining trust can be challenging. Here’s how managers and leaders can cultivate trust in the workplace, supported by science-based tools and practical tips. Research by Paul Zak (2017) in the Harvard Business Review reveals that employees in high-trust organizations are more productive, have more energy at work, collaborate better with their colleagues, and stay with their employers longer than people working at low-trust companies. Science-Based Tools for Building Trust 1. Regularly share important information with your team. Be transparent about company goals, challenges, and changes. Example: Hold weekly team meetings where you discuss project updates, company news, and address any concerns employees might have. 2. Show Appreciation and Recognition: Why: Implement a recognition program that highlights both big and small achievements. Example: Create an employee of the month program or use a peer-recognition platform where team members can acknowledge each other’s contributions. 3. Give employees the freedom to make decisions about their tasks and projects. Example: Allow flexible work schedules or remote work options, and trust your team to manage their time effectively. Practical Tips for Managers and Leaders 1. Lead by Example: Tip: Demonstrate the behavior you expect from your team. If you want your employees to be trustworthy, be trustworthy yourself. Example: Always follow through on your commitments and be consistent in your actions. 2. Foster a Culture of Feedback: Tip: Encourage an open feedback culture where employees feel safe to share their thoughts and suggestions. Example: Implement regular feedback sessions or anonymous suggestion boxes. 3. Build Personal Connections: Tip: Take the time to get to know your employees personally. Building personal connections can strengthen professional relationships. Example: Organize team-building activities or casual coffee chats to create opportunities for informal interactions. Benefits of a Trusting Workplace Increased Collaboration: Employees in high-trust environments are more willing to collaborate and support each other, leading to better team performance. Higher Productivity: Trust reduces the need for micromanagement, allowing employees to focus more on their tasks, thus boosting productivity. Employee Retention: Trusting workplaces have higher employee satisfaction and retention rates, saving the company costs related to turnover and training new hires. #WorkplaceTrust #Leadership #EmployeeEngagement #Transparency #Recognition #PositiveWorkCulture

Why Implementation Science is Critical for Pharmaceutical Success: Bridging the Evidence-to-Practice Gap This comprehensive study from the SPHERE Implementation Science Platform presents ten evidence-based recommendations for optimizing collaboration. The ten critical actions include: (1) involving implementation scientists early during intervention design, (2) recognizing the unique value of implementation science data, (3) integrating implementation assessments into research plans, (4) fostering collaborative partnerships, (5) differentiating between implementation factors and wider constraints, (6) relying on implementation scientists to address challenges, (7) prioritizing scale and sustainment, (8) embracing continuous learning and adaptation, (9) promoting knowledge exchange between disciplines, and (10) building implementation capability and capacity within healthcare systems. The study emphasizes that implementation science should not be treated as an afterthought or "add-on" but rather integrated throughout the research lifecycle. Study link: https://lnkd.in/g57c-7Vf How does this apply to pharmaceutical launches? Despite significant R&D investments, evidence-to-practice gaps persist. Novel medicines often struggle with real-world adoption, regardless of their clinical efficacy. Traditional approaches focus heavily on regulatory approval and clinical evidence but often overlook the complex implementation challenges that determine whether treatments actually reach patients. Implementation science offers pharmaceutical companies a strategic advantage by: 🔹 Early Integration: Involving implementation scientists during drug development to anticipate and address adoption barriers 🔹 Real-World Evidence: Leveraging unique implementation data to understand what drives provider adoption and patient adherence 🔹 Stakeholder Partnerships: Building collaborative relationships with healthcare systems, providers, and implementation experts to optimize treatment integration Successful organizations will treat market access as an ongoing, evidence-based process rather than a one-time event. In an era where healthcare systems are increasingly focused on value-based care and real-world outcomes, organizations that embrace implementation science principles will be better positioned to ensure their innovations actually improve patient care. The future success isn't just about developing better medicines—it's about developing better pathways for those medicines to reach the patients who need them. #AskPatients #Behavioralscience #ImplementationScience Disclaimer: The views and opinions expressed in this summary and analysis are my own and do not necessarily reflect the official policy or position of my employer.