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Dr. David Burkus

Build Your Best Team Ever | Keynote Speaker | Bestselling Author | Organizational Psychologist

Dr. David Burkus is a renowned business thinker known for his innovative ideas on leadership and teamwork, showcased in his bestselling books that have received numerous awards and global recognition. With a background in academia and a history of working with top organizations like PepsiCo and NASA, he brings a wealth of knowledge and practical experience to his work.

Having authored four successful books on business and leadership, Dr. Burkus has been recognized as a top business thought leader since 2017. His expertise has been featured in prestigious publications such as the Wall Street Journal, Harvard Business Review, and Fast Company, solidifying his reputation as a leading authority in the field.

Dr. Burkus holds a Doctor of Strategic Leadership degree from Regent University, a Master of Arts in Industrial and Organizational Psychology from the University of Oklahoma, and a Bachelor of Arts in Creative Writing from Oral Roberts University. His academic background complements his real-world experience, allowing him to offer valuable insights to organizations looking to enhance their team dynamics and overall performance.

Highlights

Sep 4 · linkedin

Psychological Safety ≠ Trust.

Too many leaders think that psychological safety is just about building trust within a team.

But that’s only part of the equation.

The reality is that psychological safety is built on two pillars: trust and respect.

Think about it this way:

Trust gives your team the courage to take risks— →To Challenge the status quo. → Share that wild idea. → Admit a mistake.

But what happens next?

If your response is dismissive or disrespectful, that trust shatters instantly.

And the next time?

They’ll hesitate to speak up.

And that’s where respect comes into play.

Trust might get your team to speak up, but respect is what keeps them coming back.

It’s how you respond to those risks that makes all the difference.

You don’t have to agree with every idea or approach, but ensure that:

1.Everyone feels heard and valued. 2.Ideas are engaged with, not dismissed. 3.Discussions focus on understanding, not just winning.

The same goes for when someone admits a failure.

1.Ensure focus remains on growth and moving forward. 2.Ensure lessons are extracted and shared. 3.Criticism is constructive, not personal.

Psychological safety is a continuous cycle:

Trust leads to risk-taking, risk-taking requires respect, and respect rebuilds trust.

When this cycle is healthy, your team feels empowered to innovate, collaborate, and grow.

But if respect is missing, trust erodes, and your team’s potential is stifled.

We’ve all been in those situations where we’ve shared something we were excited about, only to be met with a dismissive response.

It’s a quick way to shut down creativity and encourage silence.

In a high-performing team, that silence is where potential dies.

#BestTeamEver

Sep 3 · linkedin

This is where many leaders fall short:

Emotional Intelligence.

It’s easy to focus on managing your own emotions—after all, that’s what we’re often taught.

But the real impact comes from how well you can recognize and influence the emotions of others—especially in a team setting.

And this is where many leaders struggle.

I’ve been in that exact spot—thinking I was completely in tune with my team, confident that I knew what everyone was feeling.

But then, out of nowhere, I’d realize I missed something important—

  • Someone was struggling.
  • Feeling overwhelmed.
  • Feeling anxious.

And I didn’t see it coming.

It’s a tough pill to swallow, and it hit me hard.

But that moment was a turning point—it made me realize that understanding emotions isn’t just part of leadership, it’s the whole book.

That’s when I knew I had to lead differently.

Here’s how you can, too:

  1. Observe Beyond the Surface: Leadership isn’t just about what’s being said—it’s about what’s not being said. Who’s unusually quiet today? Who seems off? The real skill is in noticing those shifts and understanding what they mean. This is where you start to truly connect with your team.

  2. Turn Empathy into Action: Recognizing emotions is one thing—doing something about it is another. If someone’s weighed down, be the support they need. If they’re on a high, channel that energy into something impactful. Your job is to guide, not just acknowledge.

  3. Build a Culture of Understanding: In my experience, successful teams are built on clarity and empathy. It’s not about absorbing everyone’s stress; it’s about creating an environment where people feel seen and supported. When your team knows you’re tuned in, they’ll bring their best to the table.

  4. Model the Behavior You Want to See: Emotional intelligence starts with you. Check in with your team regularly, ask the questions that matter, and don’t be afraid to show your own vulnerability. When you lead by example, your team will naturally follow.

Leadership isn’t just about getting things done—it’s about understanding the people doing them.

When you lead with empathy, you don’t just improve performance—you transform the entire team.

Be the leader who truly gets it.

#BestTeamEver

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Dr. David Burkus
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Location

Tulsa, Oklahoma, United States