Trust is one of a leader’s most important tools. Without it, teams are hesitant, innovation slows, and engagement suffers.
The Trust Equation—credibility, reliability, intimacy (or personal connection), and low self-orientation—offers leaders a practical approach to building authentic trust. Here’s a look at each component, practical steps to integrate them, and why they’re essential for long-term team success.
1. Credibility: Knowledge and Honesty Are Your Foundation
Credibility, the first component, is more than just competence—it’s about being seen as knowledgeable and honest. Leaders with credibility communicate with transparency, openly share their expertise, and admit when they don’t know something.
They do this with the right blend confidence – overcoming the fear of ‘blowing their own trumpet’ – and humility – the ability to acknowledge their own limitations.
Tips for building credibility:
- Be transparent: Share your rationale for decisions, especially challenging ones. When team members see the reasoning, they understand your perspective and feel valued.
- Admit knowledge gaps: Teams respect leaders who can say, “I don’t know, but I’ll find out.” This openness builds trust by showing integrity over ego.
- Develop team expertise: Encourage skills training that enhances team confidence, creating a culture where everyone’s credibility is valued.
- Embrace confidence in your abilities – Don’t be afraid to own your experience, share your expertise, and let people know what you are capable of.
Credibility leads to teams trusting their leaders’ skills and judgment—a vital step in trustworthy leadership.
2. Reliability: Delivering on Commitments, Every Time
Where credibility is knowing your stuff, reliability is about consistently following through on promises. In high-performing teams, whether as the leader or the team member, being reliable means that promises aren’t made lightly, and follow-through is the rule, not the exception.
Tips for enhancing reliability:
- Set realistic commitments: Avoid overpromising. It’s better to commit only to what’s achievable and exceed expectations than to fall short.
- Encourage team accountability: Model reliability by holding everyone, including yourself, accountable to deadlines and standards.
- Build a culture of consistency: Simple steps like weekly check-ins and progress updates can keep projects on track and instil a steady work rhythm.
- Watch out if you’re a people pleaser – if you find saying no very challenging to do, it can bring unintended consequences if you are unable to deliver what you’ve agreed to.
By embedding reliability, leaders provide their teams with a stable environment where trust grows naturally.
3. Intimacy: Foster Personal Connection
Intimacy in the Trust Equation relates to the importance of forming a more personal connection with someone. It enables leaders to create a supportive, open workplace where team members feel comfortable being themselves. When employees believe they can speak openly, share concerns, and ask questions, they’re more engaged and willing to contribute fully.
Tips to build stronger personal connection:
- Get to know each other: You don’t need to know every personal detail, but sharing something about your life outside of work is an important step. It doesn’t have to be hugely personal – it could be a hobby or something that is unique to you. Think about that icebreaker question we sometimes have at the start of a team session – what is something you’d be willing to share about yourself that they don’t know about you.
- Create a feedback-friendly culture: Open channels for feedback without fear of judgment. This helps team members feel safe discussing issues and increases trust.
- Share vulnerabilities: Be willing to share personal experiences or challenges (appropriately) to humanise yourself as a leader. This can foster deeper connections and understanding.
Establishing a personal connection helps to build psychological safety, which reassures team members that they can take risks and grow within a trusted environment.
4. Low Self-Orientation: Prioritise Team Goals Over Personal Gain
Self-orientation measures a leader’s focus on team goals versus personal interests. Leaders with low self-orientation seek to empower their teams and focus on the collective success. This approach counters self-serving behaviour, which can significantly undermine trustworthiness.
Ways to reduce self-orientation:
- Put yourself in their shoes: Think about what is in it for them? What do they want or need to achieve from this perspective and how can you help them with that?
- Align on shared purpose: Clarify how team projects contribute to larger organisational goals. When people see their impact, they work with more commitment and trust.
- Empower others to lead: Assign meaningful responsibilities to team members, showing that their growth is valued.
- Recognise contributions: Celebrate team achievements openly and frequently, which shows that you value the team’s success over personal recognition.
By keeping the team’s needs at the forefront, leaders build a collaborative and trusted atmosphere where individuals feel supported and motivated to succeed.
Practical Application of the Trust Equation
As leaders navigate complex organisational structures and objectives, the Trust Equation provides a powerful framework for both self-reflection and team evaluation. Consider how your own scores on credibility, reliability, psychological safety, and self-orientation may impact trust within your team. Asking yourself these questions can provide helpful insights:
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Credibility: Do my team members believe in my expertise and the value of my decisions?
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Reliability: Do I consistently follow through on promises and hold the team to the same standard?
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Intimacy: Have I created an environment where we know each other well enough to feel comfortable taking risks?
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Self-Orientation: Do I prioritise the team’s needs over my own interests?
The Strategic Value of Trust
Trust is an ongoing commitment, not a single event.
For leaders, trust-building means establishing credibility, fostering reliability, creating a safe space, and putting your team success ahead of your own personal agenda. By intentionally focusing on these elements, leaders can transform their teams, boosting engagement, collaboration, and long-term success.
Interested in exploring this topic further?
Listen to our podcast episode, Series 3 Episode 3 of The Strategic Leader, for deeper insights and actionable tips on using the Trust Equation in your leadership journey.
