Insights from senior communicators on trust

86% of executives believe employee trust is soaring. (Yet only 67% of employees actually trust their leaders.) I remember confidently walking into our quarterly review. Our metrics were up. Our strategy was clear. I thought trust was high. I was wrong. Here's what was really happening: → Top talent quietly updating their LinkedIn. → Real feedback staying buried in private chats. → Innovation dying in "yes" meetings. → Engagement surveys hiding hard truths. After losing three star employees in one month, I realized: Trust isn't built in fancy workshops or team events. It's cultivated through consistent moments that matter. 10 science-backed trust builders that transformed my team: (And won us an award!): 1/ Kill Information Hoarding (It's Hurting You) ↳ 85% trust transparent communicators. ↳ WHY: In the absence of clarity, fear fills the gap. ↳ HOW: Share board meeting notes company-wide. ↳ Pro Tip: Share bad news faster than good news. 2/ Own Your Mistakes (Like Your Career Depends On It) ↳ Leaders who admit errors gain 4x more trust. ↳ WHY: Perfect leaders are feared, not trusted. ↳ HOW: Share mistakes in weekly all-hands. ↳ Pro Tip: Add what you learned and your fix. 3/ Master Active Listening (Beyond The Basics) ↳ 62% trust leaders who truly hear them. ↳ WHY: Everyone knows fake listening from real attention. ↳ HOW: Block "listening hours." No phone, no laptop. ↳ Pro Tip: Summarize what you heard before responding. 4/ Show Real Empathy (It's A Skill, Not A Trait) ↳ 76% trust leaders who understand their challenges. ↳ WHY: People don't care what you know until they know you care. ↳ HOW: Start meetings with "What's challenging you?." ↳ Pro Tip: Follow up on personal matters they share. 5/ Invest In Their Growth (Play The Long Game) ↳ 70% trust leaders who develop their people. ↳ WHY: Investment in them is an investment in trust. ↳ HOW: Give every team member a growth budget. ↳ Pro Tip: Help them grow, even if they might leave. The Results? Our trust scores jumped 43% in six months. Retention hit an all-time high. Real conversations replaced surface-level meetings. Your Next Move: 1. Pick ONE trust builder. 2. Practice it for 7 days. 3. Come back and share what changed. Remember: In a world of AI and automation, trust is your ultimate competitive advantage. ↓ Which trust builder will you start with? Share below. ♻️ Share this with a leader who needs this wake-up call 🔔 Follow me (@Loren) for more evidence-based leadership insights [Sources: HBR, Forbes, Gallup]

After 20+ years working with senior executives on communications, I’ve seen the good, the bad, and the transformational. On a recent FUNGI Media podcast, Matt Cornelison and I talked about what makes the difference. A few highlights: • Great leadership communication starts with service, not self. Before crafting a message, ask “How can I serve my audience?” rather than “What do I want to say?” • Context is king. Strong leaders don’t just share information, they translate it. They paint the bigger picture, tell the story, and explain why it matters. • Credibility is a leader’s greatest asset. Honesty and clarity build trust. The best communicators use simple language and are clear about what they know and what they don’t. • People are inspired by people, not facts. Effective leaders create dialogue, build relationships, and make real emotional connections. Link to the full episode is in the comments. Fellow communicators, what would you add to this list?

What Senior Professionals Really Look for in Communication? ✅When senior professionals step into a communication session, they’re not looking to “improve grammar” or “learn big words.” They’ve already mastered that part. ❓So, what are they really looking for? 👉 They’re looking for value. Not surface-level polish. Not a script full of buzzwords. They’re looking for something much deeper. 🎯 Strategic Thinkers Need Strategic Communicators At senior levels, communication is not a soft skill ✅it’s a strategic tool. 🔹 They want to be understood, not just heard. 🔹 They want someone who can align with their layers of thought. 🔹 They seek clarity in complexity, and depth in delivery. They’re not impressed by fancy vocabulary. They’re impressed by someone who can think on their level . and communicate with clarity, calmness, and conviction. 💡 It’s Not About Just Speaking Well — It’s About Thinking Well (Out Loud) In my communication sessions with senior professionals, the focus is not on language alone ✅but on leadership-level expression. We work on: ✅ Expressing layered ideas simply, ✅ Building trust through tone and timing, ✅ Listening deeply and responding empathetically, ✅ Creating influence through thoughtful structure and presence. Because at that level 👇🏻 💬 Words aren’t just words. They’re decisions, outcomes, and relationships in motion. 🧠 Real Influence Is Empathetic What sets powerful communicators apart? It’s not just what they say , it’s how deeply they understand who they’re speaking to. Empathy isn’t about being emotional ,it’s about being strategic enough to see things from the other side, and to respond with awareness, tact, and precision. 👍🏻That’s what senior leaders value someone who brings value, understanding, and alignment to the table. If you’re a senior professional or a leader in transition, looking to enhance your communication beyond just presentation tips or vocabulary 📲Let’s talk. Let’s build clarity, confidence, and executive presence into your communication so your ideas don’t just land… They influence. 📩 DM me or comment below. I’d love to connect with you and explore how we can make your communication reflect the leader you already are. #LeadershipDevelopment #ExecutivePresence #StrategicCommunication #ProfessionalGrowth #CommunicationSkills #ExecutiveCoaching #SeniorLeadership #ThoughtLeadership

I once worked with a team that was, quite frankly, toxic. The same two team members routinely derailed meeting agendas. Eye-rolling was a primary form of communication. Side conversations overtook the official discussion. Most members had disengaged, emotionally checking out while physically present. Trust was nonexistent. This wasn't just unpleasant—it was preventing meaningful work from happening. The transformation began with a deceptively simple intervention: establishing clear community agreements. Not generic "respect each other" platitudes, but specific behavioral norms with concrete descriptions of what they looked like in practice. The team agreed to norms like "Listen to understand," "Speak your truth without blame or judgment," and "Be unattached to outcome." For each norm, we articulated exactly what it looked like in action, providing language and behaviors everyone could recognize. More importantly, we implemented structures to uphold these agreements. A "process observer" role was established, rotating among team members, with the explicit responsibility to name when norms were being upheld or broken during meetings. Initially, this felt awkward. When the process observer first said, "I notice we're interrupting each other, which doesn't align with our agreement to listen fully," the room went silent. But within weeks, team members began to self-regulate, sometimes even catching themselves mid-sentence. Trust didn't build overnight. It grew through consistent small actions that demonstrated reliability and integrity—keeping commitments, following through on tasks, acknowledging mistakes. Meeting time was protected and focused on meaningful work rather than administrative tasks that could be handled via email. The team began to practice active listening techniques, learning to paraphrase each other's ideas before responding. This simple practice dramatically shifted the quality of conversation. One team member later told me, "For the first time, I felt like people were actually trying to understand my perspective rather than waiting for their turn to speak." Six months later, the transformation was remarkable. The same team that once couldn't agree on a meeting agenda was collaboratively designing innovative approaches to their work. Conflicts still emerged, but they were about ideas rather than personalities, and they led to better solutions rather than deeper divisions. The lesson was clear: trust doesn't simply happen through team-building exercises or shared experiences. It must be intentionally cultivated through concrete practices, consistently upheld, and regularly reflected upon. Share one trust-building practice that's worked well in your team experience. P.S. If you’re a leader, I recommend checking out my free challenge: The Resilient Leader: 28 Days to Thrive in Uncertainty  https://lnkd.in/gxBnKQ8n

Ever wonder how to measure if stakeholders actually trust you? I have discovered a simple indicator hidden in plain sight: email communication patterns. After years at Amazon, I have noticed a clear progression of trust that plays out in my inbox: Stage 1: Stakeholders email your manager directly. You are merely copied, an observer rather than a participant. Stage 2: You graduate to being acknowledged. The email addresses both you and your manager equally. Stage 3: You become the primary contact. Your name comes first, but your manager remains copied. Stage 4: Complete trust achieved. Emails come directly to you, no manager involvement needed. This simple progression has been one of the most reliable indicators of relationship growth throughout my career. I share this framework with my mentees when they ask how to gauge stakeholder relationships. It provides tangible evidence beyond just "feeling" trusted. The subtle shift when someone stops including your manager signals that you have earned their complete confidence. Key insight: Trust is not just built in high-stakes meetings—it reveals itself in these everyday interactions. What other subtle signals have you noticed that indicate growing professional trust? Which stage are you experiencing with your key stakeholders right now?

The Conversation Is the Relationship A leadership coach once taught me to “strive to be more interested than interesting” and to listen with both my eyes and ears. I try to remember the conversation is the relationship. This wisdom came to life recently as I read Supercommunicators by Charles Duhigg, which reinforced the importance of meaningful conversations in shaping relationships and driving change. One concept that stood out is recognizing the three types of conversations: -Practical conversations: Focused on solving problems and making decisions. Ask, "What’s this really about?" -Emotional conversations: Rooted in feelings and values. Ask, "How do we feel?" -Social conversations: Centered on identity and relationships. Ask, "Who are we?" When we identify the type of conversation we’re in, we can tailor our approach to achieve more meaningful and productive outcomes. Alongside this insight, here are five actionable takeaways from the book: 1. Listen Actively: Communication isn’t just about talking; it’s about truly hearing others. Reflect what you’ve understood to align and build trust. 2. Embrace Vulnerability: Authenticity fosters deeper, more genuine connections. Being open—even when it feels uncomfortable—creates trust. 3. Navigate Conflict with Empathy: Don’t avoid disagreements; approach them with curiosity to understand the other person’s perspective and find common ground. 4. Synchronize Mindsets: Align your cognitive, emotional, and social approach with the other person. This helps create resonance and a stronger connection. 5. Accept Discomfort for Growth: Meaningful conversations often challenge us, but they also build stronger relationships and drive progress. I recently saw these principles in action during a professional challenge. Recognizing that the discussion was more emotional than practical, I made a conscious effort to listen deeply and reflect feelings rather than jumping to solutions. This shift transformed the conversation from tension to collaboration, paving the way for a better outcome. Supercommunicators reminded me that effective communication is an intentional skill—one that can strengthen relationships, foster growth, and inspire change. What strategies have helped you elevate your conversations?

Trust in leadership is at an all-time low. So how can you build more trust? To find out, I spoke to Natalie Doyle Oldfield, a globally recognized expert on trust and author of "Trusted: The Proven Path to Customer Loyalty and Business Growth." Natalie broke down why trust is the ultimate key to leadership and business success, especially with AI on the rise. Here are 7 trust-building insights that will transform your leadership: 🔹 1.  Build Trust Equity: It's like a bank account – make regular deposits of honesty and reliability so you have reserves when challenges arise. 🔹 2. Trust is a Subconscious Decision: People decide whether to trust you based on gut feeling and perception of your presence. So leaders must build trust BEFORE they need it. 🔹 3. The 3 Pillars of Trust: Communicate clearly, behave with integrity, and genuinely serve your stakeholders. 🔹 4. Consistency is King: Inconsistency erodes trust faster than anything. Align your words and actions. 🔹 5.  AI Demands Human Connection: As technology advances, double down on empathy, transparency, and genuine leadership. 🔹 6. Listen First: Truly understand your team, customers, and partners before you try to lead them. 🔹 7. Transparency Fuels Trust: The more you share, the more others will share. Openness is a powerful trust-building tool. Want to become a more trusted leader? Listen to the full talk with Natalie on the latest episode of the Speak Like a CEO podcast. 📌 And follow me Oliver Aust for more actionable strategies on leadership and communication

A GP and an LP walk into a bar… The GP orders an espresso martini. The LP nods and says, “Long week? I saw your post on LinkedIn.” The punchline? 📊 99% of LPs review firm and executive social media content at least occasionally before committing capital 💥and 52% say they always do. This week’s reads affirmed what many of us in communications already sense: how a GP shows up online isn’t just a side effort, it’s increasingly part of how LPs build trust. 📖 Greenbrook’s Inaugural 2024 Private Markets Digital Report 👥 Edelman Smithfield’s 2025 Global LP Survey 🎤 Private Equity Marketeer interview with Henry Tobias Jones, Head of Content at EQT Group. 📌 Here are 3 standout lessons for firms looking to lead, not lag in digital: 1️⃣ Share Insight, Not Just Updates Thought leadership makes up just 14% of posts, yet it’s one of the strongest drivers of credibility. Sharing strategic insights helps build trust, demonstrate expertise, and distinguish your brand in a crowded market. 2️⃣ The CEO Effect 77% of Managing Partners have a personal LinkedIn profile, but fewer than half post regularly. That’s a missed opportunity. Content from senior leaders earns 45% more engagement than brand posts. Why? Because people trust people, especially those at the top. 3️⃣ Strategy > Volume Consistency matters, but quality drives results. Top-performing firms balance cadence with strong visuals (algorithm rewards videos + photos), meaningful insights, and employee amplification. It’s this layered, strategic approach that sets them apart. During my VC Include workshop on storytelling, many GPs voiced the same concern: “We have limited resources. We don’t know where to start.” The truth? You don’t need a big budget to build credibility. You need clarity, consistency, and the conviction to start. In Henry Tobias Jones's words: “If you find someone who gets it, let them do it ugly. Don’t over-think it.” Work with a strategist to build a right-sized plan that weaves branding and communications into your fundraising strategy. At a minimum, that plan should include: ✅ Clear positioning that defines your firm’s ethos, differentiators, and value proposition in language that resonates with allocators (not jargon). ✅ A content roadmap aligned with your platform capacity and the information LPs actually value. ✅ A client journey map to identify the right channels, moments, and messaging needed to shape LP perception, from first touchpoint to final close.