MGMT Minute: How To Transform Trust From An Idea Into Genuine Connection

Read time: 1 minute

Everyone told me trust was the foundation of high-performing teams.

But no one ever told me how to build it.

Our promise - in our writing, our training, and our coaching - is to always be practical.

Here are 12 concrete actions I learned that build trust, with simple steps to implement each one:

Make the Implicit Explicit

Why: Assumptions breed misunderstandings. Clear expectations prevent surprises.
How: Start projects by stating unstated expectations: "Here's what success looks like..."

Meet Your Commitments

Why: Small promises kept build confidence towards bigger opportunities.
How: Track every commitment you make in one place. Review daily.

Address Issues Directly

Why: Avoiding tough conversations erodes trust slowly, then dramatically.
How: Handle uncomfortable conversations within 24 hours of noticing it.

💡Free Resource: How to Lead Make-or-Break Conversations

Be Willing To Be Vulnerable

Why: Vulnerability invites vulnerability. You can't have trust without it.
How: Share one challenge you're working through each week.

Don't Lower Standards

Why: Lowering the bar to be "nice" actually erodes trust.
How: Post your standards visibly. Enforce them consistently.

💡Free Resource: How To Handle Underperformers

Remember Personal Facts

Why: Shows people they matter beyond their work output.
How: Note one personal detail after each 1:1. Reference it next time.

Productively Resolve Conflict

Why: Disagreements define trust more than how you handle agreement.
How: "Disagree and commit" - debate vigorously, decide clearly.

💡Free Resource: Increase Team Performance With More Conflict

Give What You Hope To Get

Why: Trust is reciprocal. Model the behavior you want to see.
How: Extend people your trust - don't wait for others to earn it.

Share Your Decision Logic

Why: Understanding 'why' builds trust more than just answering 'what.'
How: Add "Here's my logic..." to every significant decision.

💡Free Resource: How to Manage Up Like a Boss

Acknowledge Your Mistakes

Why: Admitting errors shows honesty matters more than image.
How: Start team debriefs with "Here's what I got wrong..."

Give Credit Specifically

Why: Shows you notice and value others' contributions.
How: Name everyone who helped in every win you share.

Follow Through on Feedback

Why: Shows you listen and take action on input.
How: Take action. Tell the giver. Ask them to monitor change.

Trust truly is foundational.

Without it:

• You can't work through conflict productively

• You can't get to the optimal answer

• You can't align on action

• You can't deliver

Trust can be lost in a second.
But it also can be built in a moment.

Lead on,
Dave & Mar

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