Building Reliability and Commitment in Leadership

As some of you know, I frequently see patterns and there's often a Jungian element to them. For the past three weeks, I've heard these words—or a close variant of it—over and over: "I don't know. My boss canceled our one-on-one." Every time I hear this, my heart sinks a little. I hear the frustration in peoples' voices. I sense the disappointment as I read between the lines of the next few sentences in their emails. While I'm far from perfect, holding one-on-ones with my team is a commitment I take very seriously. Only very rare, very major emergencies cause me to reschedule the time that's been set aside to grow and develop our team, keep everyone aligned and pointed to True North, learn about team members' needs and frustrations, etc. My parents taught me lots of wonderful lessons. I can still hear my mother say: "Commitments are commitments. You become reliable through honoring commitments. Reliable people are easier to trust." I'll extend her teaching: Priorities are priorities. A surefire way to determine one's priorities is to pay attention to the decisions they make and actions they take. Those are the real priorities, regardless of what's on a plan or list. Leaders: every time you cancel or reschedule a one-on-one with your team, you're conveying that something else is more important. Is it?? Or are falling victim to "organizational ADD" or someone else determining what your priorities should be? Can't the customer or supplier wait one hour? Make no mistake about it . . . when you cancel or reschedule a one-on-one, the message you convey is loud and clear: something else is more important than you. Supporting and developing one's team is hands-down THE most important role a leader has. And keeping your commitments is the best way to build trust and keep your employees engaged. If you don't hold regular one-on-ones, begin today. If you do, stick with the original scheduled time. If your schedule is that erratic, don't schedule one-on-ones until you've gained stability in your leadership life. (Leader Standard Work, one of our online courses, is VERY helpful in gaining stability in your leadership life). Am I tempted to reschedule one-on-ones because of new conditions that arise? Often. Do I follow through on the temptation? Rarely. No matter how much additional stress it places on me to juggle it all—and the longer hours I may need to work that day—my team matters more than anything else and shouldn't suffer due to extraneous circumstances. If you're a leader, I hope you reflect on this post. If you're a team member whose "boss" is guilty of this, I hope you'll feel safe enough to express how canceled one-on-ones make you feel. Because of the work I do, I'm highly sensitized to "people matter." Some (many?) leaders still need to learn and embrace this vital leadership perspective. Last note: If you're overjoyed when your leader cancels a one-on-one, that's an entirely different problem and belongs in another post. 😉

After almost 20 years as a CTO you spot patterns in the best leaders and there’s one trait in particular that’s often overlooked as a key to success. I’ve worked with visionary execs, strategic thinkers and brilliant communicators. Some of them failed, but told a good story along the way. Some of them flamed out. A few even made things worse and didn’t even know it. But then there were the other ones. The ones who somehow rose to lofty heights in a way you almost couldn’t explain. Almost 😀 Because if you observed closely and for long enough you’d eventually spot the common threads. - They do what they say they’ll do, even in small ways like sending an email. - They’re consistently present in important meetings over the long haul. - They show up for their team whenever necessary. - They rarely drop the ball when it comes to personal follow through. - And they’re proactive, not the kind you have to chase down. It’s not a glamorous approach. It’s not loud or captivating and for sure it won’t show up in your LinkedIn profile or in a keynote address. But it builds trust, creates stability, and over time it compounds into influence, credibility, and increased leadership capital. In short, it’s the simple actions of reliability. Practicing the habit of reliability day in and day out is often what separates the highest level executives from everyone else, and from those that burn out & fade away. #reliableleadership #exec #cto

I often see leaders confusing being busy with being reliable. Let's set the record straight: Reliability isn’t measured by how packed your schedule is. It's measured by the trust you build when you deliver on your word, time and time again. When you say you'll do something, is it as good as done, or is it just another maybe? Does your team know they can count on you – no matter what? Reliability is consistency in your actions, your decisions, and your communication. Your team's trust in you is a reflection of your reliability. Every time you follow through on a commitment, you're not just completing a task but reinforcing the trust that forms the foundation of effective leadership. Don't just assume you're nailing it. Seek feedback. Ask your team what’s the one thing I could do to increase your trust in me.  And be prepared for what you might hear. The purpose of feedback is not to make you feel good or reinforce your popularity. It's about making you a better leader. So, here’s your leadership challenge: For the next month, focus on being the most reliable version of yourself. Make commitments thoughtfully and keep them religiously. See the difference it makes in your team's performance and morale. Reliability might seem like a small cog in the vast machine of leadership, but trust me, it's the cog that keeps everything running smoothly. #TeriCitterman #LeadershipReliability #Leadership #ExecutiveCoaching 

“Don’t say anything. They’ll screw it up and it’ll go away on its own.” That’s what a colleague—someone I respected—told me when I raised concerns about a new strategic initiative being led by another division. He was trying to protect me—suggesting it would be better for me politically to stay quiet and support the direction, even though I knew it wouldn’t resonate with clients. I didn’t speak up. And that’s exactly what happened. The initiative collapsed. We lost credibility. And burned through a lot of resources and time. That’s the cost of a leadership team that lacks commitment to one another. It’s also what happens when leaders aren’t required to live by a shared contract—one that demands honesty, alignment, and accountability from everyone. That experience stuck with me. Because high-performing teams aren’t built on silence or self-preservation. They’re built on truth, trust, and shared accountability—none of which were part of our culture at the time. That’s why I use these 5 core behaviors with every leadership team I work with 👇 1️⃣ Trust – Speak candidly. Ask for help. Own the hard truths. 2️⃣ Healthy Conflict – Disagree in the room, not after. Respectfully and directly. 3️⃣ Commitment – Debate deeply, then move forward together. 4️⃣ Accountability – Feedback isn’t just for managers. It’s peer-to-peer. 5️⃣ Results – Mission > ego. Shared wins over personal wins. These aren’t just “nice-to-haves” or "soft" attributes of a team. They’re the daily disciplines of aligned, resilient, winning teams that make or break success. We all want teams stacked with all-stars. But a team of all-stars doesn’t always win the championship. Teams that champion each other do. ➡️ Swipe through to see what each behavior looks like in action—plus the do’s and don’ts that bring them to life. Curious how your team stacks up? Let's talk! Or text "Winning" in comments below and I will send you link to our self-guided, 7 minute team assessment. #Leadership #TeamCulture #HighPerformance #OrganizationalHealth #TheKite #Accountability #TrustInTeams #CultureIsBehavior

The #SayDo Ratio is a concept that I learned very early in my career. It is one of the most effective ways to measure how well your actions stack up against your words and commitments. Are you walking the talk? Because talk is cheap, but actions speak louder than words. I remember my Say:Do ratio being closer to 90% when I was younger. Along the way, we get complacent and tend to focus more on the important and urgent stuff. In today's fast-paced world, where we are constantly being bombarded by distractions, it can be very hard to follow through and keep track of this. I’d say mine is closer to 70% these days. And I’ve been trying to get it back to 90%. A strong Say:Do ratio is an essential element of building credibility, trust and respect, leading to stronger relationships. So, what can you do to improve yours? Here are a couple of tips: Step 1: Be realistic about what you can commit to. ️ Step 2: Follow through on your promises, big or small. Step 3: If you feel you’re missing those, go back to Step 1 A few other things you can do to improve your ratio: - Set achievable priorities - Hold yourself accountable - Set up reminders (to avoid procrastination) - Learn to say “No”. I’m still working on this. - Communicate - if you’re unable to follow through, let people know. Avoiding/Ghosting is the worst thing you can do. By aligning words with actions, we build trust, credibility, and momentum, all essential tools for personal and professional growth. What's your current "say-do" ratio? #LeadershipDevelopment #PersonalGrowth #Accountability #WalkTheTalk #saydoratio #credibility #professionaldevelopment #leadership #trust #career

#Leaders, are you building Bridges or Walls with your team? Trust is the foundation of all progress. Do your actions inspire confidence or doubt? Every decision shapes your legacy of trust. Are you Cultivating and Nurturing trust? In a world that's constantly changing, one thing remains irrefutable: the power of trust in leadership. It's not just a nice-to-have, but the foundation of high-functioning teams. In a team setting, trust is often built on 7 key elements. From my perspective, these are: - Communication: Open, honest, and transparent communication fosters trust. Team members must feel they can speak freely and that they're heard. - Reliability: Team members trust leaders who consistently follow through on promises and maintain stability. - Competence: Trust grows when team members have confidence in their leaders' and colleagues' abilities to do their jobs well. - Integrity: Acting with moral principles and being honest and ethical in all dealings is crucial for trust. - Support: Leaders and team members who support each other, offering help and encouragement, bolster trust. - Fairness: Treating all team members fairly and impartially without favoritism strengthens trust. - Respect: Valuing each team member’s input and acknowledging their contributions can enhance trust. These 7 elements are fundamental, but trust is multifaceted, and different teams might place different weights on each element based on their specific culture and values. Additionally, consider: - Positive Relationships: As a leader, trust is grounded in: * Keeping your finger on the pulse of others' issues and concerns. * Striking a balance between results and empathy. * Fueling cooperation amongst your team. * Resolving disagreements in a fair manner. * Providing genuine, beneficial feedback. - Judgement and Expertise: Master the technical details of your work and draw on a well of experience, ensuring that: * You make decisions wisely and thoughtfully. * Your team puts faith in your ideas and viewpoints. * Colleagues value your thoughts and see you as a reliable source. * Your skills and expertise become a catalyst for remarkable results. * You're swift and proactive in troubleshooting any problems. - Consistency: Trust in a leader is significantly boosted when they: * Act as a role model and exemplify good character. * Practice what they preach. * Uphold commitments and fulfill promises. * Conscientiously carry through on duties. * Dedicate themselves to go the extra mile when needed. Remember, leadership isn't just about direction, it's about connection. Build trust and you build a team that can achieve anything. #TrustInLeadership #TeamDynamics #LeadershipIntegrity #BuildingTrust

Your team sees through empty leadership fast. Trust shows up in action. Credit to Dora Vanourek for this great sheet! Only 1 in 3 U.S. employees say they strongly trust their company’s leadership (Gallup, 2023). That kind of disconnect leads to burnout, disengagement, and quiet quitting. Trust isn’t built through authority, image, or inspiration. It’s built when people feel seen, heard, and supported. Here’s what it looks like in action: 1. Clarity ✅ Say what needs to be said, when it needs saying ❌ Expect others to guess your meaning → Clear communication shows respect 2. Courage ✅ Face hard conversations and admit mistakes ❌ Use honesty as a shield for harshness → Integrity earns long-term trust 3. Consistency ✅ Do what you say, every time ❌ Shift depending on who’s in the room → Reliability builds safety 4. Care ✅ Listen deeply and help people grow ❌ Avoid hard truths to stay “liked” → Real support means accountability Even the smartest strategy can’t survive a trust gap. If you want your team to thrive, trust must come first. ________________ ♻️ Know someone who needs this reminder? Pass it along. ➕ If you enjoy posts like this, follow Lise Kuecker for more!

The worst thing that can happen to any team: Not having trust in one another. Building trust on your team is essential for success. Without it, collaboration becomes difficult and progress slows to a crawl. As a leader, it’s your duty to foster a culture of trust among your employees. There are five ways you can do that: 1. Be Vulnerable • Sharing personal stories and experiences shows you're human. • Admit when you've made a mistake or need help. • Talk about your hobbies, family, and life outside work. Showing vulnerability helps others relate to and connect with you. It creates psychological safety for them to do the same. 2. Be Curious • Approach conversations with genuine interest and an open mind. • Ask thoughtful questions to understand others' perspectives. • Resist the urge to immediately share your own opinion. Actively listen and seek to understand before being understood. Curiosity builds empathy and shows you value others' ideas. 3. Be Movable • Acknowledge when someone else has a better idea than you. • Be willing to change your mind based on new information. • Encourage healthy debate and welcome challenging viewpoints. Demonstrating flexibility shows you prioritize the best outcome over ego. It empowers others to share ideas without fear of judgment. 4. Be Accountable • Follow through on your commitments consistently. • Proactively communicate if you're behind or need help. • Take ownership of your mistakes and focus on solutions. Have difficult conversations to address underperformance. Hold yourself and others to high standards. Showing accountability builds trust in your reliability and leadership. 5. Be Bold • Articulate a clear, compelling vision for the team. • Make tough decisions and communicate the "why" behind them. • Take smart risks and encourage innovative thinking. People don’t gravitate leaders who think small. Bold leadership provides direction and inspires trust in your judgment. Building trust takes time and consistent effort. But as with all things, it compounds. Start by implementing one of these practices today. Then build on that momentum each week. You'll be amazed at how much efficient your team will be in six months. Join the 12,000+ leaders who get our weekly email newsletter. https://lnkd.in/en9vxeNk

Leaders, let’s start this Tuesday with a commitment to fostering Trust within our organizations. As recent trends indicate, trust is not just an emotional asset; it's a foundational element of successful leadership. It has been my experience and observation that transparent communication and accountability are pivotal in nurturing trust. Similarly, the importance of consistent positive interactions and empowering employees through delegation are keys to building trust. The authority transferred to junior Sailors by delegating duties and responsibilities used to be a staple of identifying leadership potential and measuring their preparedness for greater levels of accountability. Here are three ways we can generate and maintain trust in our organizations: 1. Emphasize Transparent Communication: Ensure that every message, whether good or bad, is communicated clearly and openly. Transparency not only builds trust but also helps in aligning your team’s expectations with the organization’s goals. 2. Empower Through Delegation: Trust your team with responsibilities. Delegation is not just about distributing tasks; it's about showing trust in your employees' abilities to handle important roles, which in turn boosts their confidence and commitment to the organization. 3. Consistent Recognition and Feedback: Regularly acknowledge the contributions of your team and provide constructive feedback. This recognition fosters an environment of mutual respect and trust, which is essential for any thriving workplace. Leaders, I encourage you to share your experiences. What strategies have you implemented to build trust within your team? Let’s exchange ideas and continue to grow together! #Trust #BuildingResilience #LeadershipDevelopment #KempSolutions

I recently learned about The Trust Equation and found it really interesting! Have you ever wondered why you trust some people, but not others? Or how trust is formed, especially for you? The trust equation is a concept introduced by David H. Maister, Charles H. Green, and Robert M. Galford in their book "The Trusted Advisor." The equation is a tool for understanding and assessing the factors that contribute to building trust in professional relationships. Let's break down each component: ➡ Credibility: This refers to the believability or trustworthiness of a person. It involves the perception that the individual is an expert in their field, possesses the necessary knowledge, and is reliable in providing accurate information. ➡ Reliability: Reliability is about consistency and dependability. A person is considered reliable if they consistently deliver on their promises, meet deadlines, and can be counted on to follow through on commitments. ➡ Intimacy: Intimacy in this context does not necessarily mean personal closeness. Instead, it relates to the level of empathy, understanding, and connection established with others. Building intimacy involves being able to understand and relate to the emotions and concerns of the other person. ➡ Self-Interest: This factor is included in the denominator of the equation, inversely affecting the level of trust. It represents the extent to which an individual is perceived to be focused on their own interests rather than those of the other person or the collective goal. A lower level of self-orientation contributes to higher trust and vice versa. The Trust Equation suggests that trust is a function of credibility, reliability, and intimacy, while being inversely proportional to self-orientation. The more a person is perceived as credible, reliable, and capable of building a personal connection, and the less self-oriented they are, the higher the level of trust in the relationship. This equation is often used in business and professional contexts to analyze and improve the dynamics of trust in client-advisor, employer-employee, and other professional relationships. I also learned there's usually one aspect of the trust equation that is usually more important for you than others... mine is RELIABILITY. Nothing breaks trust for me faster than anything else than that. I need to be able to trust that you will either do what you said you're going to do, or reset expectations. Any ah-ha moments for you? #leadership #culture #trustbuilding