8 Pillars of Trust
Cathie Leimbach • June 14, 2022
David Horsager has been considered a leading authority on trust for over a decade. His best-selling books, The Trust Edge and Trusted Leader, share the insights that have helped him guide others in building their trustworthiness and a culture of trust in their organizations.
Trusted Leader expounds on 8 Pillars of Trust which are the foundation of our trustworthiness and, thus, our ability to be a leader worth following. As you review these 8 pillars below, consider which may be your strengths and which are important areas of growth for you?
Horsager suggests that the first pillars to work on to enhance trust in ourselves and our organization are Clarity, Compassion, Connection, and Consistency.
- Clarity means being crystal clear about what is to be achieved. This includes the when, where, why, and how of the work to be done. People want to fully understand what is expected so they can meet expectations. When there is ambiguity about what is to be accomplished, employees often receive negative feedback about their performance. Such experiences increase workplace stress and turnover, thus lowering individual and organizational success.
- Compassion is caring for others as valuable human beings. It includes putting people above the work itself. For example, be patient with a man whose workplace energy falls a little while he is adjusting to sleep interruption after welcoming a newborn into his family.
- Connection with other people requires that you respect them and believe they can add value. Show connection by collaborating with them. Ask them questions that seek their perspective and ideas. Listen attentively to their answers and engage them in ways that validate their input.
- Consistency in both big things and little things shows reliability. And people trust those who are reliable. They want to follow leaders whom they can count on.
The other 4 pillars are Character, Competency, Commitment, and Contribution.
- Character refers to doing what is right even when it isn’t easy.
- Competency is important because people have confidence in leaders who are capable and expand their capabilities to meet changing circumstances.
- Commitment is demonstrated when leaders are dedicated to the organization and its goals even when the work or the times get tough.
- Contribution is expected of leaders. To be trusted leaders must apply themselves and get results that move the organization and its people forward.
After considering Horsager’s 8 Pillars of Trust, how would you rate your trustworthiness? Which pillars are contributing to others’ trust in you? Which weaker pillar will you focus on strengthening over the next few weeks?
Keeping good employees isn't about luck – it's about creating a place where people genuinely want to work. When companies focus on what really matters to their staff, they see amazing results in loyalty and performance. Talk Openly and Build Trust The best workplaces encourage honest conversations. Employees feel safe sharing ideas and asking questions without worry. When managers are clear about company goals and changes, it creates trust. People stay when they feel their voices matter. Help People Grow Nobody wants to be stuck in the same job forever. Smart companies invest in training and show clear paths for advancement. When workers see chances to learn new skills and move up, they choose to grow with the company instead of leaving for something better. Respect Life Outside Work Great employers know their people have families and interests beyond the office. They offer flexible hours and reasonable workloads. When companies care about their employees' well-being, those employees care more about their work. These simple changes create a win-win situation where everyone benefits. For even more insights on building a workplace people love, check out Employees Never Quit . What could your workplace do differently to keep great people around?
A toxic workplace can make even the best job feel like a nightmare. When negativity takes over, it creates serious problems that affect everyone involved. Lower Productivity and Performance - When employees feel stressed, unappreciated, or constantly criticized, their work quality drops. People spend more time worrying about drama than focusing on their tasks. This means projects take longer to finish, and the company's overall results suffer. Workers who feel beaten down simply can't give their best effort. High Employee Turnover - Nobody wants to stay in a place where they feel miserable. Toxic environments cause good employees to quit and look for better opportunities elsewhere. This creates a costly cycle where companies constantly need to hire and train new people. The remaining staff gets overworked trying to cover for those who left. Mental Health Problems - Toxic workplaces take a real toll on people's well-being. Employees often experience increased stress, anxiety, and even depression. This doesn't just hurt them at work – it affects their personal lives too. When people dread going to work every day, it impacts their relationships and overall happiness. To consider whether your culture might be toxic and what you can do about it, click here to learn about 8 Signs of a Toxic Culture and suggestions for overcoming the negativity. Having a positive workplace culture isn't just nice to have – it's essential for success. What action could you take to create a healthier workplace culture?