SuperSoul Sessions: The Anatomy of Trust - Brené Brown

As a community, we commit to…

• Honor our humanity, lived experiences, knowledge, and strengths.

• Be open and curious before we judge (e.g., by asking myself “What else might be true/going on?”).

• Do what we say we are going to do.

• Communicate our needs and expectations and confirm alignment (e.g., provide detailed requests, “What I heard you say is…”).

• Consider different working styles, learning styles, and communication (e.g., embracing silence as a response, provide processing time).

• Be flexible in the ways we contribute to collective impact (e.g., moving from “Is this my job?” to “How can I support?”).

• Name when we are out of alignment with our values, mission, intentions, or community agreements… and work towards repair.

1. Consider the BRAVING model and Culture & Trust Survey Results to identify the biggest areas of opportunity for building trust as a team.

2. Engage in design sprint to identify a new policy, practice or system that could support the team with building a culture of trust. 

   
   

   Empathize (10 minutes): Create an Empathy Map that also brings in your collective experiences on the team. Your Empathy Map will focus on three areas: What We’ve Heard; What We’ve Seen; What We Feel related to trust at WNADA.   

• Define (10 minutes): Use the insights from the empathy map to identify key areas where the team wants to improve trust. For example, “Improve transparency in communication” or “Create clear, structured processes for conflict resolution.” 

• Imagine (8 minutes): Brainstorm and ideate different systems and processes that can foster trust and address the identified challenges.  

  • NOTE: Use Crazy 8s (a rapid brainstorming exercise where participants sketch 8 ideas in 8 minutes) to encourage creativity. 

• Prototype (30 minutes): Based on the prioritized ideas, create a prototype for how these processes or systems would work in practice. 

Prompts:

• I know I can trust someone when…  

• I feel trusted by others when…  

• I am less likely to trust when...

• Keep their word

• Are dependable

• Are vulnerable, truthful, and honest

• Are consistent

• Show an attention to detail

• Demonstrate reliability

• Look out for me and others

• Demonstrate actionable integrity

• Have an authentic character

• Count on me

• Are honest

• Share

• Show up for me

• Are open and expressive with me

• Give me important tasks

• Give me critical feedback

• Actively listen to me

• Respect my time and boundaries

• "Do what Shaunte says" / listen to the requests and expertise of the team

• Follow through with plans and uphold expectations

• Lie, cheat, or steal

• Gossip

• Throw shade and disrespect

• Are condescending towards me or others

• Place blame, avoid responsibility, and lack accountability and ownership

• Seem resistant

• Lack eye contact

• Their actions do not align with their words

• Lack confidence or others lack confidence in them

• Have broken trust

The joys and challenges of the work at WNADA and working with the WNADA team include,

Joys

• Appreciation for community

• People young and old who feel seen and heard

• Having a direct impact on small businesses

• Being part of a team

• Building new connections and bonds

• Human-centered approach

• Opportunity to be creative

• Exposure to a variety of experiences

• Flexibility and harmony

  
  

Challenges

• Navigating difference among people in the community

• Stigmas across society

• Limited time

• Laws and politics

• Having to navigate the bureaucracy

• Internal and external structures

• Internal and external egos

• The community has trauma, and some have lived hard lives

• Disenfranchised communities