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? 

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By Cathie Leimbach • July 21, 2026
There was a time when many employees expected to spend most of their careers with one organization. Job security, pensions, and long-term loyalty often kept people in the same company for decades. Today's workforce thinks differently. Millennials and Gen Z expect to build careers—not necessarily with one employer. If they don't see opportunities to learn, grow, contribute, and advance, they'll find them somewhere else. Research consistently shows that younger employees are looking for more than a paycheck. They want managers they trust, meaningful work, opportunities to develop, flexibility when possible, and a workplace where they feel respected, supported, and heard. Gallup reports that 87% of Millennials say professional development is important to their job satisfaction. Combined with growing expectations for work-life balance and a positive workplace culture, it's no surprise that organizations relying primarily on compensation to retain employees continue to struggle with turnover. The encouraging news is that leaders influence most of what keeps people engaged.  Managers who hold meaningful conversations, clarify expectations, recognize contributions, coach for growth, and genuinely care about their employees create workplaces where people want to stay. They build trust, strengthen engagement, and help employees grow, succeed, and see a future with the organization. Today's retention isn't driven by job security or loyalty alone. It's driven by a workplace experience where employees are growing, supported by leaders they trust, and confident their contributions matter. Download our Retention Conversation Guide to discover practical ways to strengthen trust, engagement, and retention—one leadership conversation at a time. Conversation is where leadership happens.