For example, in a corporation in which I consult, a director stated that if all the energy people expended to talk and worry about what was happening could be channeled creatively to the company's work, there would be no need for the downsizing that had occurred. She said it. not in anger, but with some sadness and a lot of frustration. In other words, though the system had sophisticated mechanisms in place to deal with the downsizing, including attention to the emotional impact on workers, the reality of the affective reactions of people impacted the system in ways, and to a depth, not anticipated. The company hired our firm because their employee surveys indicated that trust was low, and they understood that it meant a direct impact on risk-taking and innovation, essential ingredients to their corporate success.