The Trust Factor

Jan 22 / Russ Watsky
Trust is the lifeblood of development and the lack of it can be a growth killer. I’ve found that trust isn't just a nice-to-have soft skill. It’s the literal engine of a team. 

Why does trust matter so much for development?
When your team trusts you (and each other), they stop playing defense and start playing offense. They feel safe enough to try new things and in turn... to develop and grow. Nobody tries something new if they’re afraid of being judged for a mistake. Think of trust as a 'safety net' to stretch. One of my favorite sayings is 'if you're not making at least one mistake per day, you're not learning'.
With trust, communication actually works. It helps people and teams to de-silo and talk to each other instead of around each other and perhaps as important, it makes coaching sessions real and meaningful.

Without trust, conversations with your team members will feel like the 'principal's office' visit where employees question your motives with every word you say. Trust underpins your very ability to help the other person grow and develop.

The Trust Tax


If your team doesn’t trust you as their leader and coach, you’re going to be penalized with a 'trust tax'. That means they’ll second-guess your motives, drag their feet on assignments, or worse, stop giving you the honest info you need to make good decisions and help them grow. You'll end up wasting time justifying why you’re doing and asking them to do certain things. 

How to Build (or Fix) the Foundation
Trust isn't won overnight. If you want a team that’s focused and productive, you’ve got to lean into these three    :

 Be honest:
Even when it’s awkward and sucks. In groups where trust is low, people are usually 'politely quiet'. They won’t tell you there’s a problem until it’s a REAL problem and then it's too late. You have to break that cycle by being the one who tells the truth, even when it’s unpleasant feedback or a weird decision from the top.
The risk

Yeah, being 100% honest is risky. People might react in ways that are uncomfortable... but at least they'll believe you and you'll start to lower that 'tax'.

The reward

With consistency, your word becomes a 'light' within your organization. If your team can’t count on what YOU say, they’ll never truly commit to the vision and allow you to help them grow.

 Own your stuff:
This is about accountability. If you say you’re going to do something, do it. If you’re a leader who says 'ultimately I'm responsible for me team' then you have to mean it.

Keep it real: Don't make promises you can’t keep. The 'Oops' factor: If you mess up, admit it. Shifting blame or throwing people 'under the bus' is the fastest way to make yourself look untrustworthy. Owning a mistake actually makes you a stronger leader, not a weaker one.
  Play fair:


Nobody likes a 'teacher’s pet'. If you show favoritism, you’re basically poisoning the well. Instead, spread the love: Give everyone the same level of support and coaching.

Pass the mic and recognize others. That means when things go great, give your team the spotlight. When things go south? Take the heat, then sit down with them to figure out how to do it better next time.
 The Bottom Line
Without trust, your team is just a group of people working in the same direction but with their handbrakes on. When you build that foundation of honesty and fairness, you are able to unlock people's potential... because your team is finally empowered to run on their own.

To learn more about how to unlock your people's potential, check out our Unlock Potential Workshop.