09/10/2026
Why do we sometimes trust a "good colleague" or partner even when the facts suggest we shouldn’t?
In a recent article "The Neuroscience of Trust" published in ‘Psychology Today’ by Christopher Bergland, he breaks down how our brains process trust and social connection. He highlights research showing that two specific brain regions called the ventral striatum and the temporoparietal junction (TPJ), play key roles in evaluating trust.
When we hold a strong positive belief about someone (like a friend), our brain’s reward centers (ventral striatum) light up during positive interactions, while our TPJ helps process social expectations and empathy.
The catch? Our prior assumptions can overwrite objective reality, leading us to trust people based on perception rather than actual behaviour.
Understanding this neurobiology isn't just academic, it's incredibly important for effective leadership, team building, and everyday professional relationships. Here are 4 actionable tips to leverage the science of trust in your daily work:
1. Balance "Gut Feeling" with Objective Metrics:
Pre-existing positive or negative biases filter how we process another person's actions, so set up objective KPIs, clear deliverables, and structured check-ins for projects rather than relying purely on intuition or past rapport. This protects both you and your team from blind spots.
2. Build Consistent "Micro-Trust" Signals:
Trust triggers chemical pathways such as oxytocin release and ventral striatum activation when social interactions feel safe, predictable, and mutually rewarding, so honour small commitments consistently. Following through on minor deadlines or meeting promises builds the neural groundwork for deeper trust during high-stakes projects.
3. Practice Active Empathy to Activate the TPJ:
The temporoparietal junction is heavily involved in "theory of mind", our ability to understand another person’s perspective and intent. When friction occurs on a team, ask non-defensive questions ("Help me understand how you approached this problem?") to engage perspective-taking before making judgments.
4. Create Psychological Safety:
Perceived betrayal or unpredictable behaviour spikes stress hormones like cortisol and deactivates reward centres, so cultivate a transparent environment where mistakes can be discussed without immediate punishment. When people feel safe admitting missteps early, cortisol stays down, and problem-solving stays high.
💡 TOMI’s Takeaway: Trust is both a social bond and a neural mechanism. By aligning your management and communication habits with how the brain naturally evaluates trustworthiness, you can build stronger, more resilient teams.
How do you evaluate trust in your workplace, do you lean more on data or gut instinct? Let’s discuss in the comments below! 👇
