A home environment where family members treat each other with respect and work through problems together protects children against emotional, psychological, learning and social problems later in life, according to family and child researchers.

1. Harmony in the Family
Trust

2. Hello!
B.Varun
2

3. 11/8/2021 Universal Human Values 3

4. Feeling of Trust
• Do I want to make myself happy?
• Do I want to make the other
happy?
• Does the other want to make
himself/ herself happy?
• Does the other want to make me
happy?
11/8/2021 Universal Human Values 4
• Am I able to make myself always happy?
• Am I able to make the other always happy?
• Is the other able to make himself/herself
always happy?
• Is the other able to make me always
happy?
About your natural
Acceptance About your ability

5. Distinguishing between Intention and Competence
• Now if you try to analyse your own responses, many things will get
clarified.
• You’ll find that while evaluating yourself, you evaluate on the basis
of your intention (natural acceptance).
• You think that you are a good person as your intentions are good.
• On the other hand, when you evaluate the other, you evaluate him
on the basis of his/her competence.
11/8/2021 Universal Human Values 5

6. Intention and competence
• Try to improve upon his
competence
• Get irritated
• Get angry
• Have a feeling of opposition
11/8/2021 Universal Human Values 6
• If you have unconditional,
continuous trust on intention,
on the natural acceptance of
the other and if the other is
lacking competence, what
will you do?

7. Intention and competence
• Try to improve upon his
competence
• Get irritated
• Get angry
• Have a feeling of opposition
11/8/2021 Universal Human Values 7
• If you have unconditional,
continuous trust on intention,
on the natural acceptance of
the other and if the other is
lacking competence, what
will you do?

8. • The answer is obviously (a).
• It is a response which indicates trust on intention.
• All other answers are reactions based on doubt on intention.
• Now with these indicators, find out how many people are there in
your life on whom you have trust on intention (natural acceptance)
which is unconditional and continuous.
11/8/2021 Universal Human Values 8

9. • Generally, we don’t see intention and competence separately.
• Since competence is generally lacking, the feeling of unconditional
acceptance is almost completely missing; rather there is a feeling of
opposition.
• With that, we reinforce wrong assumptions like:
• Strangers can’t be trusted (?)
• Trust is developed over a long-time (?)
• Never trust anyone (?)
11/8/2021 Universal Human Values 9

10. • With the feeling of trust, one is able to see it clearly that the
intention is same for all, to be happy and make other happy.
• The only difference lies in the level of competence.
11/8/2021 Universal Human Values 10

11. 11

12. 12 Quick & Easy Ways to Build Trust
in the Workplace
12

13. 13
Be Honest &
Support Your
Team
Respond
Constructively
to Problems
Avoid
Micromanaging
Model the
Behavior You
Want to See
Protect Your
Employees
Keep Your
Word
Competence Is
Imperative
Give Employees
the Benefit of
the Doubt
Share Necessary
Information
Build Trust
From Day One
Body Language
Matters
Be Ready to
Over-
Communicate

14. Quotations are commonly printed
as a means of inspiration and to
invoke philosophical thoughts from
the reader.
14

15. Be Honest & Support Your Team
▹ Employees must know you are honest with them at all time.
▹ Even when the truth is difficult to hear, they need to know you
will give them the facts.
▹ At the same time, you also need to be sensitive to their feelings
and use constructive criticism when necessary.
▹ For your team to do their best work, they should feel supported.
▹ Mistakes will happen, but your team needs to feel comfortable
sharing problems with you in confidence.
15

16. Respond Constructively to Problems
▹ An estimated 32 percent of an employee’s loyalty is based on
how much they trust their boss.
▹ Unfortunately, over half of employees state their leader does not
consistently respond to work issues in a constructive way.
▹ The first step is to ask questions about how you can help your
employees.
▹ Ask them about potential problems or current frustrations.
▹ When you discover a problem, avoid getting defensive.
▹ They may only want a listening ear, so give the employee a
chance to tell you if they need help or not before you jump in to
fix the issue.
16

17. want big impact?
USE BIG image
17

18. Avoid Micromanaging
▹ Think about how you felt the last time a boss micromanaged your
decisions or workflow.
▹ Did you feel inspired to take initiative? Or did it feel like they didn’t
trust you to do the right thing on your own?
▹ No one enjoys being micromanaged as it can have a profound negative
effect on your team members.
▹ Without having to micromanage, you can keep everyone organized
through capacity planning, project roadmaps, a sharing timeline, and
other integrated collaboration tools.
18

19. Model the Behavior You Want to See
▹ Employees often learn about the culture of the organization and
expectations by watching the behavior of their management.
▹ Start by collaborating with each team.
▹ Give people credit when they work hard and show your appreciation.
▹ If you want to see honest dialogue and trust, you have to be honest and
trustworthy.
▹ Build accountability into everything you do.
▹ Everyone makes mistakes, but it is what happens next that matters the
most. 19

20. 20

21. Protect Your Employees
▹ Trust is built based on who you are as a person and how you act.
▹ One way to build trust is by being respectful and protective of
each and every team member.
▹ If you talk about another employee behind their back, other
employees will naturally be afraid that you could do the same
thing to them.
▹ To build and maintain trust in the workplace, you must ensure
each of your actions lines up with a trustworthy image.
21

22. Keep Your Word
▹ One of the easiest ways to build trust is to always keep your word.
▹ If you make a promise to do something, follow through on that promise.
▹ Never tell someone you will finish a report or read a memo unless you
actually plan on doing it.
▹ If there is some reason why you could not keep your word, be honest and
tell the employee what happened.
▹ People can forgive you for a family emergency or an unexpected problem.
22

23. 23

24. Give Employees the Benefit of the Doubt
▹ Whenever you work with your team, be willing to give your employees
the benefit of the doubt.
▹ Conflict in the workplace can lead to people questioning their trust in a
boss or co-worker.
▹ No one enjoys being in an argument, and it often makes the individual
wonder if the conflict is related to a larger problem.
▹ Whenever an issue arises with an employee, be sure to hear their side of
the story and be genuine in trying to see things from their point of view.
24

25. Share Necessary Information
▹ Sharing information is important for several reasons.
▹ In addition to showing you are a team player, it also gives
your employees the tools they need to do their job.
▹ Sharing data helps you to build your credibility with your
team.
25

26. Build Trust From Day One
▹ Creating a culture of trust starts from the first day the employee is hired.
▹ In one survey, an excellent onboarding experience decreased turnover by
157 percent.
▹ It also increased employee engagement in their positions by an impressive
54 percent.
▹ New employees rarely know what to expect from a company on their first
day.
▹ Their initial training and first few weeks of work will tell them a lot about
the behaviors expected at work and how things will be over the course of
their career
26

27. Body Language Matters
27

28. Trust among Friends
28

29. Be dependable
Trust amoung
friends
29

30. Trust amoung friends
30
Be Kind

31. Trust amoung friends
31
Be fully present

32. Be thoughtful
Trust amoung
friends
32

33. Trust amoung friends
33
Be reciprocative

34. Key Takeaways
▹ Trust is to be assured that the other has a natural acceptance (intention)
to make me happy and prosperous.
▹ Trust on intention is the foundation of relationship.
▹ It is the beginning of mutual development.
▹ A common mistake is to evaluate oneself on the basis of one’s intention
(and conclude that I am good) and the other on the basis of their lack of
competence (thus doubt their intention and conclude that the other is
bad).
34
11/8/2021 Universal Human Values

35. 35

36. 11/8/2021
Universal Human Values 36

37. thanks!
ANY QUESTIONS?
You can find me at:
@username
user@mail.me
37
varunnelson bvarun.me
varunme bvarunme
11/8/2021

38. EXTRA RESOURCES
https://toggl.com/blog/build-trust-in-the-workplace
https://smartfriendships.wordpress.com/2014/04/21/building-trust-in-friendship/
38