Leading With Trust

Human-Centered Behaviors for Developing Character & Competence

To be an effective leader, we must learn to motivate and empower a team around a common purpose.

Empowering a team requires us to build trust and develop genuine relationships.

To build trust, we must demonstrate a combination of character and competence by consistently aligning our values and principles and building confidence in our ability to execute:

We are disciplined and committed in how we handle challenging situations

Calm consistency and determination amid challenges create a team dynamic where others know what to expect from leaders regardless of the circumstance. The situation may be uncertain, but not how we show up.

Trust is knowing how a leader will handle adversity.

We make hard decisions with intention and the appropriate level of urgency

When hard choices present themselves, the team looks to leadership to make the hard calls. They will offer counterpoints and feedback, but we must navigate the final approach and do so with the appropriate level of insistence.

Trust is knowing a leader will be decisive no matter the circumstance.

We are open, honest, and transparent in our communication

When leaders communicate openly and honestly, they create an environment where people feel informed and included. The best way to create understanding, alignment, and commitment is to be transparent, open, and consistent in the information shared with the team to empower them.

Trust is knowing a leader says what they mean and means what they say.

We show up as ourselves no matter the room we walk into

Authenticity is staying true to our values and principles regardless of situation or circumstance. Building genuine relationships is repeatedly leading with who we are and having the self-awareness to know we can look inward to produce outward. Not only is it freeing for us, but it encourages others to do the same.

Trust is knowing exactly who a leader is.

We ensure our teams feel seen, heard, and supported

This is a fundamental human need and a simple concept, but we must choose to do so intentionally. Leaders who ask for feedback, listen, and genuinely care for their team regarding personal well-being and professional success will build a far superior team to anyone who doesn’t take this seriously.

Trust is knowing that a leader will build a team around them, not under them.

We are consistent in our behaviors and actions

When leaders are predictable and reliable in their actions, and values and principles drive their behaviors, they create a stable environment. Instability occurs when decisions and behaviors are erratic, often bouncing from one extreme to another. A cohesive and dependable team starts with us.

Trust is knowing how a leader will show up.

We acknowledge and learn from our mistakes

Leaders who openly acknowledge their mistakes and shortcomings demonstrate a humble commitment to learning and improvement and encourage others to do the same. When a mistake is made, we must allow grace and communicate it, accept it, learn from it, and move on. Anything else is derived from ego.

Trust is knowing a leader views mistakes as opportunities to learn.

We hold ourselves and the team accountable

Great leaders take full responsibility and ownership for themselves and their teams, no matter the situation, instead of assigning blame. They also create a dynamic where the default becomes, “What can we learn from this, and what can we do differently next time?”

Trust is knowing a leader will be resolute in responsibility but not overbearing.

We are always direct with positive intent

Direct, candid communication and genuine care for the team ensure clarity and understanding. Saying the hard things while maintaining solid relationships requires courage and compassion. It’s not easy. What’s easy is avoidance and indirect communication.

Trust is knowing a leader will challenge directly while caring personally.

We do what we say we’re going to do

When leaders show up, keep their promises and commitments, and take action for the responsibilities they communicate, it creates a sense of reliability. If they say they will do something for you, there’s no question whether they mean it. It’s the simplest definition of self-discipline.

Trust is knowing a leader will always follow through.

We are constantly trying to improve

There is no evolution of leadership in which we know everything there is to know about running a business, leading a team, or staying on top of an industry. The only constant is change. There’s always a new perspective, concept, idea, skill, or principle to learn. Rarely are two situations exactly alike.

Trust is knowing leaders strive to better themselves and their organization.

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The core thread amongst these principles is that developing trust is never easy and is all human-centric.

However, it can become natural and subconscious over time by repeatedly working on the character and competence elements necessary to establish, cultivate, and maintain a trusting environment.

But one can’t be without the other. Competence without character neglects integrity and relationships, and character without competence neglects the ability to lead and get things done.

Together, they culminate into an approach that builds a strong culture while also focusing on generating results.

The absence of trust sets a flawed foundation from which everything built will lack stability.

Without it, healthy conflict and debate, commitment and alignment to a strategy, accountability, and attention to results have nothing to stand on.

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I also offer leadership coaching. My focus is helping people lead with who they are, aligning decisions, actions, and behaviors with values and principles. If you are interested, you can schedule a free consultation here.

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