Why First Moves Matter in Trust Building

𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐨𝐟𝐭𝐞𝐧 𝐟𝐞𝐞𝐥𝐬 𝐥𝐢𝐤𝐞 𝐥𝐢𝐧𝐢𝐧𝐠 𝐮𝐩 𝐝𝐨𝐦𝐢𝐧𝐨𝐬. The first action you take sets everything else in motion. Sometimes it is a word you say, a decision you make, or even a silence you hold. That one moment creates a ripple that touches your team, your culture, and eventually, your results. I once coached a leader who believed small actions did not matter. Then he saw how one impatient remark in a meeting led to hesitation in his team, which turned into delays in execution, which eventually cost him a client. The first domino had tipped, and the ripple kept moving. The same is true on the positive side. A thoughtful question, a calm response in a crisis, a moment of recognition for someone’s work. These create ripples too. They inspire confidence, strengthen trust, and multiply impact. In leadership, nothing stands alone. Every action is connected. The key is to ask yourself before making a choice: What domino am I tipping today, and what ripple will it create Great leaders do not simply push harder. They choose carefully, knowing that the smallest shift can create the largest wave. #leadership #culture #impact #growth #coaching #success

Without trust, nothing moves in negotiation. Few negotiators have a strategy to build it. You’ll learn six proven moves to build trust, even when time is short or stakes are high. I’ve helped corporate leaders negotiate high-stakes deals in over 30 countries, where trust builds access and leverage. In high-trust negotiations, joint gains increase by over 40%, according to research. Trust isn’t a luxury in negotiation. It’s your license to operate. Yet we often rush the process: ✔ Withhold information ✔ Play it safe ✔ Miss the bigger win Here are six concrete moves from Harvard's PON (Program on Negotiation) to build trust quickly, even with strangers: 1️⃣ Speak their language: Not just industry lingo. Show cultural fluency and listen for nuance. A single word misunderstood can knock you out. 𝘛𝘪𝘱: Prep to show curiosity, not ignorance. 2️⃣ Use your reputation: If trust isn’t built yet, borrow it. Share your track record or get an intro from someone they trust. 𝘛𝘪𝘱: Third-party validation can break early resistance. 3️⃣ Make dependence visible: Highlight how you both need each other to win. Scarcity fosters cooperation; just don’t overplay it. 𝘛𝘪𝘱: Say, "Here’s what only we can offer you." 4️⃣ Offer a no-strings concession: Low cost to you, high value to them? That’s the trust jackpot. 𝘛𝘪𝘱: Gift first, then negotiate. 5️⃣ Label every concession: If you don’t say it’s a concession, they won’t treat it like one. 𝘛𝘪𝘱: Spell out what it costs you and why it matters. 6️⃣ Explain your demands: People default to assuming the worst. A clear rationale for your ask makes you seem fair. 𝘛𝘪𝘱: Even if they don’t like it, they’ll trust it. Trust isn’t a feeling, it’s the outcome of visible, intentional behavior. Which of these six trust-builders do you use most, and which one do you forget? Let me know in the comments. Save this list for your next tough negotiation. ♻️ Share if this made you rethink how you build trust. 

Job seekers: Start your new role by making deposits, not withdrawals. I’m not talking about money. I’m talking about trust and credibility. Years ago, a mentor of mine, Shaun Bradley, shared a simple but powerful truth: relationships are built on deposits - the things we do that build trust, demonstrate care, and show alignment. The more deposits we make, the more relationship capital we have to draw on when challenges arise. This is especially important when you start a new job. In your first six months, focus on building trust. Invest your time and energy into your role, your teammates, and your reputation. This not only enhances your trajectory in the organization but also insulates you when mistakes inevitably happen. And when they do, the trust you’ve built can be the difference between a mistake being seen as an anomaly or as a trend. Remember, you can’t control everything. But you can control how you invest your energy. And the best investment you can make is in building trust and credibility from day one.

I went from grabbing lunch with my peers to being their boss overnight. Half of my team openly questioned my role. And the other half waited for me to slip. This was my first promotion to Director. My first instinct was to prove I deserved the title. 🎯 ↳ Tighter goals. Stronger opinions. More structure. But all it did was widen the gap. The turning point? I stopped trying to look like a leader and started acting like someone they could trust. That shift changed everything. 🧠 💬 Because every day, your team is quietly observing, measuring, and deciding: Can I trust this person? Here’s the checklist I started living by: 1) Competence → Can you deliver? ▶︎ They’re watching your ability to execute. I didn’t just talk strategy. I showed up in the trenches, solved real problems, and kept promises. 💡 Application: Pick one high-impact task, deliver on it visibly, and share the “why” behind your decision. 2) Motives → Whose interests are you serving? ▶︎ Things changed the day I started asking, “What’s best for the team?” and not just “What makes me look good?” 💡 Application: In your next 1:1 or meeting, highlight someone else’s win or idea before your own. 3) Means → How do you operate? ▶︎ Outcomes matter, but how you get there matters more. I stopped pushing for quick wins at the cost of burnout or confusion. 💡 Application: When pressure’s high, slow down and walk them through the process. Transparency builds trust. 4) Impact → What are the ripple effects? ▶︎ It’s not just what happened, it’s how it made people feel. I learned to pause and ask, “Did that decision energize or deflate the team?” 💡 Application: After a big change, check in personally with the team. A 5-minute convo works better than a 20-slide deck. Within 90 days, the same team that questioned my promotion had my back. Most new leaders tighten the grip. They think control earns confidence. But people don’t trust what you force. They trust what you model.

I’m tired of connecting with someone on LinkedIn only to get pitched their product or software within five minutes. Yes, sales matter. But relationships matter more. When the first message is a pitch, it tells me you’re chasing transactions, not building trust. It skips the part where we actually get to know each other. Where we learn if there’s alignment. Where we find out if what you’re offering even solves a real problem. The best partnerships I’ve been part of didn’t start with a cold pitch. They started with a conversation. Ask a question. Learn what matters to me or my team. Offer something helpful before asking for time. It’s not about playing games. It’s about respecting people and earning the right to share what you do. Sales will always be part of business. But if you’re not building relationships, you’re building a house on sand. #SalesWithIntegrity #RelationshipsFirst #LinkedInCommunity #TrustMatters #BusinessDoneRight #CustomerExperience #ListenBeforeYouPitch

Trust isn't complicated. But most people get it wrong. Let me explain. I analyzed 500+ sales conversations and found something shocking: The highest-performing reps weren't using fancy trust-building techniques. They were using these 3 simple triggers that nobody talks about: 1. Real-time validation 🚫 Not customer logos 🚫 Not case studies 🚫 Not testimonials But showing prospects LIVE: → Who's viewing their content right now → Questions others are asking → Active engagement metrics Result? 73% higher meeting show rates. 2. Reverse referrals Instead of asking for referrals, document exactly: → How others found you → Their specific journey → Their exact results I tested this with 50 prospects: ✅ 41% response rate ✅ 28% meeting rate ✅ 19% close rate 3. Ambient reassurance Small, consistent actions that build trust: → Weekly performance updates → Public progress tracking → Regular capability proof My team's results: ✅ Trust scores up 47% ✅ Sales cycle shortened by 31% ✅ Close rates increased 22% Here's what nobody tells you: Trust isn't built through big gestures. It's built through small, consistent actions that prove you're reliable. I implemented these triggers last quarter: → Pipeline increased 52% → Close rate jumped 31% → Average deal size up 27% I’ve broken down this full framework above so you can study it, save it, and start applying it immediately. Remember: While others focus on complex trust-building strategies, these simple triggers consistently outperform. Ready to transform your trust-building approach? Let's connect. #SalesStrategy #TrustBuilding #B2BSales #GrowthHacking #RevenueLeadership

Sometimes the best leadership action... is the one that goes against best practices. Take building trust. Every leadership book or coach will tell you it takes years to build and seconds to break. It's true that trust is earned in drips and lost in buckets. But here's what they don't tell you: The fastest way to build trust isn't following a formula. It's being authentic and vulnerable when you're supposed to be strong. I've been teaching the Trust Compound in Accelerate Leadership, where Competence, Care, and Character intersect. But the breakthrough moment? When I realized the order matters. Most leaders start with competence. "Look what I know. Look what I've done." The best leaders? They start with Care. They ask before they tell. They listen before they lead. They admit mistakes before demanding perfection One executive I coached flipped the script. Instead of starting her first team meeting with credentials and strategy, she was authentic. So, she shared her most significant failure. The room changed; trust accelerated. Because here's the counterintuitive truth: People are impressed by your strengths, but they connect to your weaknesses. They want to know you are competent, but they also need to know you're human. The Trust Compound isn't just about having all three elements. It's about knowing when to lead with your heart instead of your resume. Do you agree? Which element of trust do you lead with? #leadership #trust #buildingthebest #management #vulnerability

Before coaching begins, trust must walk in first. Some time ago, I met a business owner who was referred to me for coaching. He had the hunger to grow, was stuck at a critical stage, and had tried different advisors before — none of whom stuck. I could sense the hesitation when we first spoke. So instead of pitching my process or flashing my success stories, I said this: “Let’s do this for 3 months. No fee. No commitment. Just coaching. If you see value, we’ll talk further. If not, you walk away.” His eyes softened. Because more than a growth plan or a strategy session, what he needed was assurance — that I’m here for him, not just his business. And honestly? That conversation changed everything. He showed up to every session with energy. He opened up. He executed. And eventually, he asked to extend the coaching — this time, as a full-paying client. That experience reminded me: People don’t commit when they’re convinced. They commit when they feel safe. In coaching — just like in leadership — trust comes before transformation. And that trust isn’t built with words. It’s built with intent, presence, and a willingness to serve before selling. If you’re a coach, consultant, or leader trying to create change — ask yourself: Have I created enough emotional safety for the other person to truly lean in? Because without that, even the best frameworks won’t land. But with it? Even a 30-minute conversation can become the starting point of lifelong growth. #VijayOnLeadership #CoachingWithTrust #BusinessCoachingIndia #ProBonoCoaching #LeadershipGrowth #TrustedAdvisor #EmotionalSafety #CoachingCulture