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Episode #05: Building Workplace Trust Show Notes
- nstraza
- May 12
- 3 min read
Show Notes
In this episode, Nicki Straza and Sherri Dockree discuss workplace trust through the lenses of neurodiversity and generational differences. We contrast traditional trust cues, such as punctuality and compliance, with younger generations' emphasis on being heard and protected. We also explore the unique vulnerabilities of neurodivergent employees, including the risks of people-pleasing and exploitation.
The discussion covers trust as a cognitive, emotional, and physiological experience influenced by psychological safety and amygdala responses. We use the "relationship bank account" metaphor to illustrate how consistent deposits build trust while betrayal quickly depletes it. Finally, we highlight how ambiguity erodes trust for ADHD and autistic staff, and we advocate for a shift toward empathetic leadership practices—such as curiosity and admitting mistakes—to foster psychologically safe cultures.
About our Hosts:
Nicki Straza: Nicki is a generational advocate and the founder of Straza Solutions, who focuses on conscious leadership, building interpersonal connections, and shifting workplace power dynamics.
Sherri Dockree: Sherri is a neurodiversity advocate and the founder of Mindwave Co., who leverages her coaching background and experiences to help leaders navigate communication with ADHD and autistic brains. (Note: There is no guest in this episode, as it is a conversational deep-dive between the two co-hosts.)
Key Takeaways:
Trust is a Relational Currency: Trust is built through small, consistent "deposits," such as checking in on a colleague personally before getting straight to business. Conversely, a single betrayal or failure in clarity can quickly empty that trust account.
Ambiguity Erodes Trust: For neurodivergent individuals, a lack of concrete communication isn't just confusing; it actively breaks trust. Leaders must ensure clarity in their expectations while still leaving space for autonomy and creative problem-solving.
Shift from "Power Over" to "Power With": Moving away from traditional command-and-control structures allows leaders to discover their own communication gaps. Empowering teams requires checking for understanding rather than just dictating orders.
Curiosity Precedes Empathy: It is difficult to empathize with experiences you haven't lived. Approaching differences with curiosity serves as the vital precursor to building genuine empathy and psychological safety.
Vulnerability Beats Perfection: Perfect communication and having all the right answers do not build trust. Asking for help, admitting your own struggles, and owning your mistakes creates a safe space for others to drop their "impression management" masks.
Download the Transcript
Download the PDF of the transcript here:
Links and References in Our Episode:
Mentioned Concepts: The hosts reference leadership expert Simon Sinek and his quote, "Trust is not built on helping others. Trust is built when we ask for help." See youtube Clip here: https://www.youtube.com/shorts/umKtCdFneRY
Co-Host Companies:
Nicki Straza of Straza Solutions https://www.strazasolutions.com/
Sherri Dockree of Mindwave Co.https://mindwave.company/
Visit our website at www.dissonancedisrupted.ca
Email Sherri directly at connect@dissonancedisrupted.ca
Email Nicki directly at info@dissonancedisrupted.ca
About The Dissonance Disrupted Podcast:
In a world where DEI feels lost and inclusion is becoming a bad word, we are having real conversations about leadership through the lenses of diverse voices. As generational and neurodiversity advocates, we are disrupting this sense of dissonance and navigating a path toward personal empowerment, conscious leadership and organizational success. By leveraging evidence-based practices, rooted in neuroscience we can nurture a flourishing workplace culture where every diversity thrives. We are your hosts Sherri Dockree & Nicki Straza and welcome to the Dissonance Disrupted Podcast.
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