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? 

Accountability Without Drama

By Cathie Leimbach • March 3, 2026
Accountability doesn’t have to feel tense or awkward. When done well, it’s calm, clear, and supportive. Most leaders avoid it because they don’t want conflict. But avoiding it creates something worse — inconsistency, frustration, and missed results. Strong accountability is simple: What was expected? What actually happened? What needs to happen next? When leaders address issues early and clearly, drama fades. People know where they stand. Follow through improves. Common mistakes: Waiting too long B Being inconsistent Attacking the person’s character These patterns can change. With the right habits, accountability becomes predictable instead of stressful — and work gets better fast. 👉Download our Accountability Without Drama Checklist to practice these conversations with confidence. 

Communication Gaps

By Cathie Leimbach • February 24, 2026
Most communication problems don’t happen because people aren’t listening. They happen because leaders assume clarity instead of checking for it. “I think they get it” isn’t the same as “they really do.” When people don’t clearly understand what’s expected of them, they make their own assumptions to fill in the gaps. That’s when rework, missed deadlines, and frustration show up. Strong leaders ask better questions: What do you see as the top priority? What does success look like to you? What could get in the way? These don’t slow work down — they prevent costly resets later. Try a simple weekly habit: Think about one key conversation. What did I mean? What did they hear? Where was the gap? Small awareness leads to big gains. 👉 You’re invited to a Leadership Conversation with other leaders to discuss common leadership gaps and how they quietly influence results.