How to Build Authority and Trust

Trust is the bedrock of any high-performing team. As someone who has led multiple organizations and coached executives across industries like real estate and nonprofits, I’ve seen firsthand how trust—or the lack of it—can make or break a team. Drawing from my experiences, failures, and lessons learned, here are three key strategies to build trust within your organization, inspired by insights from Patrick Lencioni’s *The Five Behaviors of a Cohesive Team*. 1. Set the Tone as a Leader Trust starts at the top. As a leader, you cannot expect your team to foster trust if you’re not actively modeling it. This means creating a culture where openness and collaboration are valued over perfection. I’ve failed in this area before, believing I had to have all the answers. But I’ve learned that projecting invincibility sends a message to your team: “I don’t need you.” That kills trust. Instead, lead by example. Ask for input, listen to your team’s ideas, and show them their voices matter. Building trust isn’t about being flawless—it’s about being authentic and approachable. 2. Embrace Vulnerability Patrick Lencioni emphasizes that trust is rooted in vulnerability, and I couldn’t agree more. For many leaders, admitting mistakes or sharing challenges feels counterintuitive. We’re conditioned to think we need to appear perfect. But perfectionism builds walls, not trust. When you make a mistake, own it. Share it with your team, not to dwell on failure, but to highlight that errors are part of growth. By openly discussing your challenges and uncertainties, you create a safe space for your team to do the same. This vulnerability fosters a culture where learning from mistakes is celebrated, not hidden, strengthening trust across the board. 3. Invest in Relationships Trust doesn’t happen by accident—it requires intentional effort. One of the most effective ways to build trust is by getting to know your team members as individuals. Take time to learn about their lives, families, hobbies, and aspirations. This shows you value them beyond their job titles. A simple way to start? Engage in meaningful conversations. On a Monday morning, don’t just ask, “How was your weekend?” and move on. Listen actively and ask follow-up questions. For example, if a team member mentions trying a new restaurant, ask what they ordered or how they liked it. These small moments signal that you see and appreciate them as people. Over time, these interactions build a foundation of trust, showing your team they’re valued and understood. I’d love to hear your thoughts. Whether you’re a leader or a team member, what’s one experience where trust was built well in your organization? Share in the comments below! 20/20 Foresight Executive Talent Solutions #Leadership #BuildingTrust

Trust doesn't come from your accomplishments. It comes from quiet moves like these: For years I thought I needed more experience, achievements, and wins to earn trust. But real trust isn't built through credentials. It's earned in small moments, consistent choices, and subtle behaviors that others notice - even when you think they don't. Here are 15 quiet moves that instantly build trust 👇🏼 1. You close open loops, catching details others miss ↳ Send 3-bullet wrap-ups after meetings. Reliability builds. 2. You name tension before it gets worse ↳ Name what you sense: "The energy feels different today" 3. You speak softly in tense moments ↳ Lower your tone slightly when making key points. Watch others lean in. 4. You stay calm when others panic, leading with stillness ↳ Take three slow breaths before responding. Let your calm spread. 5. You make space for quiet voices ↳ Ask "What perspective haven't we heard yet?", then wait. 6. You remember and reference what others share ↳ Keep a Key Details note for each relationship in your phone. 7. You replace "but" with "and" to keep doors open ↳ Practice "I hear you, and here's what's possible" 8. You show up early with presence and intention ↳ Close laptop, turn phone face down 2 minutes before others arrive. 9. You speak up for absent team members ↳ Start with "X made an important point about this last week" 10. You turn complaints into possibility ↳ Replace "That won't work" with "Let's experiment with..." 11. You build in space for what really matters ↳ Block 10 min buffers between meetings. Others will follow. 12. You keep small promises to build trust bit by bit ↳ Keep a "promises made" note in your phone. Track follow-through. 13. You protect everyone's time, not just your own ↳ End every meeting 5 minutes early. Set the standard. 14. You ask questions before jumping to fixes ↳ Lead with "What have you tried so far?" before suggesting solutions. 15. You share credit for wins and own responsibility for misses ↳ Use "we" for successes, "I" for challenges. Watch trust grow. Your presence speaks louder than your resume. Trust is earned in these quiet moments. Which move will you practice first? Share below 👇🏼 -- ♻️ Repost to help your network build authentic trust without the struggle 🔔 Follow me Dr. Carolyn Frost for more strategies on leading with quiet impact

Trust is built in drops and lost in buckets, and we’re running out of buckets. If you're leading teams through #AI adoption, navigating #hybrid work, or just steering through the tempest that is 2025, there's a crucial factor that could make or break your success: #trust. And right now, it's in free fall. Edelman's Trust Barometer showed an "unprecedented decline in employer trust" -- the first time in their 25 years tracking that trust in business fell. It's no surprise: midnight #layoff emails, "do more with less," #RTO mandates, and fears of #GenAI displacement given CEO focus on efficiency are all factors. The loss of #trust will impact performance. The Institute for Corporate Productivity (i4cp) research shows high performing organizations have 10-11X higher trust between employees and leaders. Trust impacts #engagement, #innovation and #technology adoption, especially AI. My latest newsletter gets beyond the research and into what leaders can do today to start rebuilding trust You can't command-and-control your way through a complete overhaul of how we work... Trust is a two-way street. Leaders need to go first, but we also have to rebuild the gives-and-takes of employer/employee relationships. Three starting points: 1️⃣ Clear Goals, Real Accountability. Stop monitoring attendance and start measuring outcomes. Give teams clear goals and autonomy in how they achieve them. 2️⃣ Transparency with Guardrails. Break down information silos. Share context behind decisions openly - even difficult ones. Establish guardrails for meaningful conversations internally (instead of rock-throwing externally). 3️⃣ Show Vulnerability. Saying "I don't know" isn't weakness–it's an invitation for others to contribute. The word “vulnerability” seems anathema to too many public figures at the moment, who instead are ready to lock themselves in the Octagon with their opponents. But what’s tougher for them: taking a swing at someone, or admitting to their own limitations? This isn't just about CEOs. Great leaders show up at all levels of the org chart, creating "trust bubbles:" pockets of high performance inside even the most challenging environments. If you're one of those folks, thank you for what you do! 👉 Link to the newsletter in comments; please read (it's free) and let me know what you think! #FutureOfWork #Leadership #Management #Culture

People often ask me for quick ways to build trust on a team. I have a dozen solid go-to moves, but one stands out because it’s dead simple and nearly always works. You’ve probably heard of the “connection before content” idea—starting meetings with a personal check-in to warm up the room. But let’s be honest: questions like “What’s your favorite color?” or “What five things would you bring on a deserted island?” don’t build trust. They just waste time. If you want a real trust-builder, here’s the question I use: “𝗪𝗵𝗮𝘁’𝘀 𝘆𝗼𝘂𝗿 𝗯𝗶𝗴𝗴𝗲𝘀𝘁 𝗰𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲 𝗿𝗶𝗴𝗵𝘁 𝗻𝗼𝘄?” That’s it. One question. And here’s why it works: 𝟭. It creates vulnerability without forcing it. You can’t answer this question without being a little real. And when someone’s real with you, it’s hard not to trust them more. You see the human behind the role. 𝟮. It unlocks practical support. Once I hear your challenge, I can picture how to help. I feel drawn to back you up. That’s the foundation of real partnership at work. 𝟯. It increases mutual understanding. Sometimes we feel disconnected from teammates because we don’t know what they actually do all day. When someone shares a challenge, it opens a window into their work and the complexity they’re navigating. If you’re short on time, allergic to fluff, and want something that actually bonds your team—this is your move. Ten minutes, and you’ll feel the shift."

Trust isn't built overnight. It's the compound interest of consistent leadership. Think of trust like a muscle. You can't get strong by lifting weights once. You can't build trust with a single grand gesture. Here's what I've learned about authentic leadership: 1. Actions Echo → Your team mirrors your behavior → If you lie, they'll lie → If you yell, they'll yell back 2. Strength in Vulnerability → "I don't know" is not weakness → "I made a mistake" shows humanity → Admitting nervousness while showing resolve 3. Supporting Growth → Create space for honest mistakes → Celebrate those who speak up → Turn struggles into learning moments The real power of leadership isn't in appearing perfect. It's in showing up consistently, authentically, day after day. Your team doesn't need a flawless leader. They need a human one.

Leaders: create an environment where your team doesn't second guess themselves. Failure is okay. Difficult conversations need to happen. Worthwhile work is hard. But here's the thing: your team will fail to execute according to your standards when you've built a system around fear (whether intentional or not). And even worse, the standards they can achieve. Here's how I try (and fail at times) to build a culture of trust on the marketing team: Encourage Transparency: Make it safe for your team to share challenges, ask for help, and voice concerns. Have monthly or quarterly meetings with every team member, make it a safe space to share their concerns. Show Your Vulnerability: Lead by example, show your own vulnerability. Admit your mistakes, and model how to learn and move forward. Get Agreements: Fear often arises from uncertainty. Be clear about goals, priorities, and what success looks like. Share Before Ready: Encourage your team (and yourself) to share work-in-progress ideas, drafts, and projects. Waiting for "perfect" never works. Give Feedback With Empathy: Feedback should be constructive, not destructive. Focus on the behavior, not the person. Fear can stifle even the most hardworking and intelligent. It also blunts creativity, slows your team, and severely limits trust. It's your job to remove the barrier.

Want to build trust quickly in a new role? Focus on demonstrating ownership through specific actions rather than making broad promises. I've noticed that the fastest way to earn trust isn't through words - it's through consistently delivering small wins while being transparent about challenges. Find something concrete you can improve in your first week, no matter how small. The key is to combine action with honest communication. Don't just identify problems - propose solutions. Don't just highlight challenges - show your thought process for addressing them. Remember: Trust isn't built through grand gestures but through the accumulation of small, consistent actions that show you're invested in the team's success.

“𝗧𝗿𝘂𝘀𝘁, 𝘣𝘶𝘵 𝘝𝘌𝘙𝘐𝘍𝘠.” is great advice—until it’s not. Here’s why this approach can backfire. It’s a phrase we’ve all heard...and used in #cybersecurity...me included🙋🏾♀️ But as I grew into #leadership, I realized: this mindset, 𝘪𝘧 𝘢𝘣𝘶𝘴𝘦𝘥, can do more harm than good. Here’s why: Most times, when I used this phrase, it came from 𝗱𝗼𝘂𝗯𝘁. I 𝗱𝗶𝗱𝗻’𝘁 𝘁𝗿𝘂𝘀𝘁 the work was done correctly, and my instinct to “verify” was just masking my lack of trust. Sound familiar? The result? A counterproductive, disempowering cycle. 💡 Let’s flip the script: If you want your team to thrive, set them up for success, then step back and trust their process. Here’s how: 1️⃣ Equip your team. Provide detailed training and resources to set a solid foundation. 2️⃣ Clarify expectations. Policies and procedures should be clear, digestible, and actionable. 3️⃣ Hire right. Build your team thoughtfully. A strong hire is a strong foundation. 👉🏾 Here’s my take: 𝘛𝘳𝘶𝘴𝘵 isn't built by 𝘩𝘰𝘷𝘦𝘳𝘪𝘯𝘨, but by 𝘦𝘮𝘱𝘰𝘸𝘦𝘳𝘪𝘯𝘨 others. 𝘐𝘧 𝘺𝘰𝘶'𝘳𝘦 𝘴𝘵𝘪𝘭𝘭 𝘥𝘰𝘶𝘣𝘭𝘦-𝘤𝘩𝘦𝘤𝘬𝘪𝘯𝘨 𝘦𝘷𝘦𝘳𝘺𝘵𝘩𝘪𝘯𝘨, 𝘵𝘩𝘦 𝘪𝘴𝘴𝘶𝘦 𝘮𝘪𝘨𝘩𝘵 𝘯𝘰𝘵 𝘣𝘦 𝘸𝘪𝘵𝘩 𝘺𝘰𝘶𝘳 𝘵𝘦𝘢𝘮. What do you think? Can “trust but verify” still work in today’s workplace? Let’s talk about it...

Building a high-performing team isn’t about fancy titles or big speeches—it’s about trust. Without trust, you’ll always struggle to lead. With trust, your team will go above and beyond for you. So how do you build real trust? Here’s what I’ve learned: ✅ Keep your promises. If you say you’ll do something, DO IT—every single time. ✅ Be transparent. People respect honesty, even when the truth is tough. ✅ Give credit, take responsibility. A true leader takes the blame when things go wrong and gives recognition when things go right. ✅ Lead by example. Never ask your team to do something you wouldn’t do yourself. If you focus on these, your team won’t just work for you—they’ll believe in you. What’s one leadership lesson that helped you build trust? ----------------- Hi, I'm Johnny. I'm a veteran business owner. I help high income earners break the golden handcuffs and take control of their finances.