Trust is based on character (integrity, motive, intent) and competence (capability, skills, track record).
Competence is situational, character is universal.
Still, it’s very common for competence to be undervalued in the trust equation.
1st wave – Self-trust (personal credibility)
2nd wave – Relationship trust (consistent behavior)
3rd wave – Organizational trust (professional relationships)
4th wave – Market trust (reputation)
5th wave – Societal trust (contribution)
Four Core Pillars of Credibility:
-Integrity
-Intent
-Capabilities
-Results
Integrity is about following rules that you are internally motivated to follow.
You need to declare your intent in order to actively influence the conclusions other people draw about your behavior, or they’ll come to their own conclusions.
Violating a character behavior is the quickest way to decrease trust, demonstrating a competence behavior is the quickest way to increase trust.
Behaviors that build relationship trust:
1. Straight talk (communicating so you can’t be misunderstood)
2. Show fundamental care and concern for people (has a disproportionate impact on building trust)
3. Create transparency
4. Admit wrongs (and then right them)
5. Show loyalty
6. Deliver results
7. Growing and improving (counterfeit: the eternal student – always learning but never producing)
8. Confronting reality
9. Clarify expectations (counterfeit: being vague)
10. Practice accountability (in yourself and others)
11. Listen (teaches you which behaviors will produce dividends)
12. Keep commitments (the quickest way to build trusting relationships)
13. Extend trust to others (counterfeit: unsolicited micro-managing)
Closed, low-trust communities pay many taxes. They relinquish the dividends of shared knowledge, technological advances, and economic partnerships.
Inspiring trust is the main difference between a manager and a leader.
Choose to prioritize the enormous long-term dividends of trust over the temporary satisfaction of breaking trust, justifying low-trust behavior, and holding grudges.
