Find out why trust is the “secret sauce” of high performance organizations and how to use neuroscience to develop high-trust, high-performance leaders who impact on key organisational outcomes.

1. How to Foster Organizational
Trust and Enhance Leadership
Effectiveness
Dr. Paul J. Zak
www.Ofactor.com

2. Who We Are
Paul J. Zak, Ph.D., founding director of the Center for
Neuroeconomics Studies and professor of economics,
psychology, and management at Claremont University, is a
leading expert and scientist, author and speaker. He is credited
with the first published use of the term "neuroeconomics" and
has been a vanguard in this new discipline. Dr. Zak's lab
discovered in 2004 that the brain chemical oxytocin allows us
to determine who to trust. His current research has shown that
oxytocin is responsible for virtuous behaviors, working as the
brain's "moral molecule."

3. Ofactor Trust Model

7. TRUST AND GROWTH By Paul J. Zak and Stephen Knack
Why does trust vary so substantially across countries?
Trust in a society can be defined as the aggregate time that agents do not
spend in verifying others’ actions. That is, trust is
The Economic Journal, 111 (April), 295-321. Royal Economic Society 2001. Published by Blackwell Publishers, 108 Cowley Road, Oxford
OX4 1JF, UK and 350 Main Street, Malden, MA 02148, USA

8. The causal role of oxytocin in facilitating trust between individuals is among the most
tested findings in neuroscience

9. Trust in Organizations
Performance depends on POP
PEOPLE
ORGANIZATION
PURPOSE

10. Ofactor Trust Model

12. OVATION
Recognize Excellence
Ovation explains 61%
of organizational trust
Ovation is best when
Unexpected
Tangible
Public
O X Y T O C I N

13. EXPECTATION O X Y T O C I N
Design Challenges
Expectation explains 72%
of organizational trust
Identify concrete goals
Induce challenge stress

14. YIELD O X Y T O C I N
Crowd Source Processes
Yield explains 57%
of organizational trust
Give control of projects to others
Allow learning through mistakes

15. TRANSFER O X Y T O C I N
Enable Self-Management
Transfer explains 54%
of organizational trust
Colleagues bid to do work
Transfer increases energy
and health

16. OPENNESS O X Y T O C I N
Transparent Decision-making
Openness explains 63%
of organizational trust
Communication is the key

17. CARING O X Y T O C I N
Build Relationships
Caring explains 45%
of organizational trust
Recognize the emotions of others
Allow your emotions to show

18. INVEST O X Y T O C I N
Help Colleagues Grow
Invest explains 49%
of organizational trust
Whole person growth
Forward looking reviews

19. NATURAL O X Y T O C I N
Be Vulnerable
Natural explains 46%
of organizational trust
Ask for help
Imperfection is appealing

20. TRUST
The 8 Ofactor components explain
100% of organizational trust
Trust flows from employees
to customers

21. 8 Ofactor Trust Model Scales

22. JOY = TRUST X PURPOSE
Purpose must be clearly and
constantly communicated:
HOW AN ORGANIZATION
IMPROVES LIVES
Trust is built using the
OXYTOCIN factors
Joy is a key indicator of success

23. OFACTOR RESULTS
TOP QUARTILE OF OFACTOR SCORE HAVE

24. OFACTOR RESULTS
TOP QUARTILE OF OFACTOR SCORE HAVE

25. BEST COMPANIES TO WORK FOR
The best companies to work for
have annual stock returns 50%
higher over 25 years than middle
of the pack companies (1984-
2009)
REASONS: better customer
service, lower employee
turnover, fewer sick days, and
higher productivity
TOP 10:
1.Google, 2.SAS, 3.The Boston Consulting Group, 4.Edward Jones,
5.Quicken Loans, 6.Genentech, 7.salesforce.com, 8.Intuit, 9.Robert W.
Baird & Co.,
10.DPR Construction

26. Our Products
Ofactor Trust/Engagement Survey
Ofactor is the only neuromanagement solution based on over 12 years of scientific field and lab-based research on
the trust hormone oxytocin by Dr. Paul Zak that enables you to engineer a high-performing and engaged
organization.
NeuroView Leadership Assessment
Gallup (2014) cites research suggesting that 70% of the variance in employee engagement is directly based on
leadership practices. The NeuroView Leadership Assessment measures 8 key practices and behaviors that are
empirically linked to high trust cultures resulting in enhance team performance, health and productivity. Each
leader receives a comprehensive individual feedback report comparing leader perceptions to those of their team
on each of the Ofactor trust scales.
Neurochange Platform (Momentor)
Current research suggests that repeated practice of new behaviors is required to rewire the brain and create
unconscious competence. Our NeuroChange platform supports our NeuroView Leadership Assessment to translate
insight into deliberate practice (neuroplasticity) and facilitates successful habit and behavior change.

27. Questions?

28. TRIPLE BOTTOM LINE
Thank you!
To download our
Whitepaper:
www.Ofactor.com

29. Shifting from Theory to Practice
How can I apply this theory in my organisation /
with my clients?
Introducing practical solutions to facilitate
• Interpersonal Trust
• Leadership Effectiveness
• Successful Habit/Behavior Change

30. NeuroView Leadership
Assessment

31. Introducing NeuroView
• Measures 8 Leadership Practices
• 16 Behavioral Questions
• Feedback from:
– Self/Direct Reports or
– Available as a 360 degree feedback assessment
• Internet Administration
• Integrated with our neurochange platform (Momentor) to facilitate
behaviour/habit change
• Requires certification to interpret

32. NeuroView Leadership Assessment Report

33. Self – Other Perceptions

34. Leadership Behaviours

35. Suggested Leadership Practices

36. • 9-hour program delivered online, and provides experienced
coaches and practitioners with the training to use the
NeuroView leadership assessment and neurochange platform
Momentor with those they coach
• Certification program is designed to provide participants with
a proven process and the necessary understanding and skills
to coach leaders to create a high performance culture
• Designed for: HR professionals, trainers, internal mentors,
consultants, and managers who are involved in facilitating
coaching and feedback.
NeuroView Certification

37. NeuroChange Platform

38. 1) Without holding participants accountable to translate insight from feedback interventions into
deliberate practice, interventions typically show little return on investment (ROI).
2) NeuroView is fully integrated with Momentor, a neurochange platform, to both enhance
deliberate practice and to help evaluate development goals and ROI
3) Momentor combines with NeuroView or any awareness or learning intervention to leverage
their impact using the following features:
 Supports deliberate practice (Practice Plan feature)
 Supports goal implementation and not just intentions (Action Items feature)
 Supports peer/mentor coaching (Goal Mentor feature)
 Supports developmental planning (Competency Resource Library feature)
 Supports mindful focus on practising new behaviors on the job (Text messaging and email reminders)
 Supports the evaluation of actual behaviour change (Goal Evaluation feature)
4) Momentor supports the involvement of the manager to become a performance development
coach by tracking/monitoring development plan results from their dashboard.
Momentor – Enhancing Neuroplasticity and Behaviour Change

39. Mentor….Enhancing Neuroplasticity and Behavior Change
An online personal development platform
to support the transfer of learning into
sustained behavior change.
As soon as you’ve selected your goal,
Momentor sends out a reminder email
every week asking participants about their
progress and reminding them of their
goals.
Research suggests that implementation
intentions coupled with reminders result in
greater behavior change.
Momentor – Enhancing Neuroplasticity and Behaviour Change

40. Creating a Behavioral Change Goal
Choose a suggested
goal related to the
particular category
you have selected.
Or alternatively if
you prefer, you can
click here to set your
own personalised
goals

41. Finalizing the Behavioral Change Goal
STEP 1
You have an opportunity to finalise the
wording of your chosen goal outcome,
you can keep the pre-defined description or
re-write it in your own words.
STEP 2
Creating a date for reminder to evaluate goal
progress – THIS IS A VERY IMPORTANT STEP
as this will prompt an email on this date to
encourage you to go out and request
feedback on how you’re doing. This step is
mandatory otherwise you can’t carry on.
Be realistic about the time it will take for you
and others to notice that you’ve made
progress, some goals will be more complex
than others.
Requesting feedback at a later date will provide evaluation data on whether you’ve
improved – this will help you to know if you’re on track

42. Facilitating Neuroplasticity Through Practice Plans
Practice Plans have two parts.
Momentor prompts you to share your practice plans with your goal
mentor.

43. Creating Practice Plans (Gollwitzer & Sheeran, 2006)
• “If my heart starts to race, then I will
begin using my breathing technique
and focus on how relaxed I begin to
feel”
Goal Intention Example
Practice Plans Example

44. Fostering Neuroplasticity Through Practice
Part 1 gets you to think about a time, situation or
another habit that will act as a trigger for you to
try doing something new behaviourally, whether
it’s more, less or differently.
Momentor asks you to schedule specific times to
act as a trigger for you to commit to
implementing your practice plan.
Part 2 asks you to articulate specifically what
you commit to practice.
You can create as many practice plans as you
wish per goal.
Once a Practice Plan is set up the participant
has an option to receive either an email or Text
reminder message.

45. NeuroView Resource Library Content
You can access a wide
selection of…
• Articles
• Audio
• Books
• On-the-job activities
• Video
• Websites/ blogs
• Workshops/ Seminars

46. Momentor Goal Evaluation

47. Measuring Behavioral Change
You can ask for feedback on one goal as many times as you wish.
Momentor provides a graphic summary of goal feedback results to show continuous improvement over time.

48. Momentor Reporting

49. Benefits for the Organization

50. Questions?

51. Thank you!
To learn more about Momentor
join our next webinar:
The Psychology of Habit and Behaviour Change