Why Trust Requires Intention and Commitment

I’ll never forget something a CEO taught me early in my career. He would stop by my desk regularly. No agenda. No formalities. At first, it felt routine. But over time, I began to see the pattern. Just a simple, “How’s it going?” At the time, it seemed insignificant – a polite hello. But now, I see it for what it was: a trust-building moment. His casual approach made it easier for me to open up, share my concerns, and speak honestly. It wasn’t about the words.  It was about the intention behind them. Trust doesn’t just happen. It’s built with consistency, action, and a lot of listening. As a leader today, I do my best to do the same. If your team isn’t approaching you, here’s what may help: - Be present.  ↳ When someone comes to you, put everything else aside and truly listen. - Avoid shutting them down.  ↳ The first “no” can be the last time they trust you with their ideas. - Go to them.  ↳ Don’t wait for trust to walk through your door, go and build it where they are. Here’s something not many will tell you: If your team isn’t coming to you, it’s not on them. It’s on you. So go to them. Because trust isn’t a gift – it’s a responsibility.

𝗜𝗻𝘁𝗲𝗻𝘁𝗶𝗼𝗻𝘀 𝗛𝗮𝘃𝗲 𝗮 𝗦𝗺𝗲𝗹𝗹 This might sound metaphorical, but I believe it's profoundly true. People can sense the motivations behind our actions, and this sense influences how they respond to us. Over my two decades in the professional world, I have seen firsthand how intentions shape outcomes and relationships. When our intentions are genuine and positive, they create a ripple effect that can lead to trust, collaboration, and success. Conversely, when our intentions are self-serving or insincere, it becomes evident, often undermining our efforts. As a young Engagement Manager in a consulting firm, eager to prove myself, I often pushed my team hard to achieve results. Now, when I reflect on that phase of my life, I can clearly see that every time my intention was overwhelmingly selfish—pushing for promotion, for example—and I neglected the well-being and development of my team members, it did not work. The team gave me poor outcomes, turnover was higher, and the overall trust level went down. One memorable example from my coaching experience is an assignment where I was coaching a startup founder. He was brilliant and ambitious, but his team struggled with morale and motivation. In our sessions, it became clear that his primary intention was to secure funding and achieve rapid growth, often at the expense of his team’s career ambitions. We worked together to realign his intentions and voilà! Things started falling into place like magic. It was as if his team sensed the change in his mindset and intentions. A quote that resonates deeply with me is from Maya Angelou: "People will forget what you said, people will forget what you did, but people will never forget how you made them feel." This underscores the essence of intentions. When people feel valued and understood, they remember and respond positively. Another powerful and interesting example comes from a senior executive I coached as part of a CEO succession plan. The board felt that the executive needed to work on his communication and charisma. His spoken English wasn’t great, and he had a very common-man persona. However, when I started working with this executive, I realized that his company members loved him. Everyone saw him as a family member who genuinely cared for them. He did not have to make earth-shattering speeches or walk the boardroom in Armani-clad charisma. The smell of his intentions did the work. In conclusion, intentions indeed have a smell. They permeate our actions and interactions, influencing how others perceive and respond to us. By cultivating genuine and positive intentions, we can create a positive impact, build stronger relationships, and achieve meaningful success. This principle has been a guiding light in my career, reminding me that the heart of coaching—and indeed, all human interaction—lies in the purity of our intentions. #intentions #trust

Do you know what I said to a leader I currently coach last week? “You intentionally trust, but you’re unconsciously not trusting.” He laughed hard when he heard it. He couldn’t think of a more precise way to describe himself in leading his team. The reality: ✅ Many leaders genuinely want to trust their teams by: • delegating responsibilities • encouraging autonomy • creating space for others to grow. ❎ Yet, in moments of pressure or doubt, their actions tell a different story: • double-checking work • stepping in too soon • holding back critical responsibilities. This isn’t a lack of integrity but an unintentional disconnect. For this leader: He consciously believed in trusting, but he had unconscious fears, such as: → failure → loss of control → unmet expectations. These fears triggered behaviors that undermined trust. When leaders aren’t aware of this gap, teams notice:⬇️ Trust starts to feel conditional, and collaboration suffers. The solution? Self-awareness. What leaders need to do: → Recognize these patterns → Challenge their fears → Align intentions with consistent actions. That’s when trust becomes authentic, unshakable, and deeply felt. Have you ever found yourself unintentionally undermining trust? How do you bridge the gap? Catherine ♻️ Share to inspire more. Connect with Catherine Li-Yunxia (Transforming leaders, Moving the world) to elevate CEO impact

One thing I’ve learned the hard way. You can’t shortcut trust. After reading The Speed of Trust by Stephen M.R. Covey, years ago, one idea stuck with me: organizations and missions move at the speed of trust. That’s exactly what we’ve seen in our work at LIFT Orlando. As we enter our next phase, we’re building tools to scale impact through multiplication. The goal is simple: help others do more, better, faster than what took us 10 years. We’re sharing: • How to cast a compelling vision • How to raise capital to do the work • How to structure partnerships • How to leverage Tax Credits But when I recently shared the story of our early days, working to earn trust in a neighborhood that had every reason to be skeptical, someone asked me: “Can you help others skip that part?” I said, No. I can help you build relationships I can help you raise money. I can help you close a deal. But I can’t help you shortcut trust. Because trust doesn’t just take time. It takes intention. And it never stops being the work. As Covey writes, “The ability to establish, grow, extend, and restore trust is the key professional and personal competency of our time.” If we want lasting impact, we have to lead at the speed of trust, and keep earning it every step of the way.

In my experience, trust isn’t just given, it’s earned through consistent, intentional actions. Trust is the bedrock of any high-performing team, and without it, collaboration and innovation suffer. Here are some key behaviors that build trust in action: 📣 Deliver on Promises: Always follow through on your commitments. Reliability and consistency in meeting deadlines and fulfilling obligations show your team they can count on you. 📣 Communicate Transparently: Open and honest communication fosters trust. Share information freely, admit mistakes, and keep your team informed about changes and decisions. 📣 Show Empathy: Understand and respect your colleagues' perspectives and emotions. Being genuinely empathetic and supportive strengthens relationships and builds trust. 📣 Give Credit Where It’s Due: Recognize and celebrate the contributions and achievements of others. Acknowledging the hard work and successes of your team members builds a culture of trust and mutual respect. 📣 Be Authentic: Be yourself and show vulnerability. Authenticity helps others see you as trustworthy and relatable, fostering deeper connections. 📣 Listen Actively: Truly listen to what others have to say without interrupting or judging. Active listening demonstrates respect and shows that you value their input. 📣 Maintain Integrity: Always act ethically and stand by your principles, even when it’s difficult. Integrity is a cornerstone of trust. What behaviors have you found most effective in building trust within your team? Share your experiences and insights below! ---------- Hey, I'm Kevin, I am the founder of KEVRA: The Culture Company and provide daily posts and insights to help transform organizational culture and leadership. ➡️ Follow for more ♻️ Repost to share with others (or save for later) 🔗 Visit kevraconsulting.com to learn more