Speaker 1: Helping leaders motivate their people to a higher level of
Speaker 1: performance through strong human relations, team building, and goal achieving.
Speaker 1: This is the seven minute Leadership Podcast with your host
Speaker 1: Paul Fellavaledo.
Speaker 2: Hello everyone, and welcome to this seven minute leadership podcast.
Speaker 2: It's episode five to eighty nine. Let me start with
Speaker 2: a hard truth most leaders do not want to hear.
Speaker 2: You do not get trust because of your title. You
Speaker 2: get trust because of your behavior, your consistency in what
Speaker 2: you do when no one is watching. A trust first
Speaker 2: workplace does not happen because you hang a poster on
Speaker 2: the wall or roll out a new value statement. It
Speaker 2: happens when people feel safe telling you the truth, safe
Speaker 2: making decisions, and safe admitting mistakes without fear of being
Speaker 2: trush for it. Trust is not soft. Trust is a
Speaker 2: performance accelerator. In every high performing team that I have
Speaker 2: ever seen, trust was the baseline operating system. Without it,
Speaker 2: everything slows down, communication gets filtered, problems get hidden, people
Speaker 2: start protecting themselves instead of protecting the mission. If you
Speaker 2: want to trust first workplace, it starts with how you
Speaker 2: show up every single day. And here is where leaders
Speaker 2: often get this wrong. They confuse trust with comfort. Trust
Speaker 2: does not mean lowering standards. Trust means clarity. People trust
Speaker 2: leaders who are predictable in the right ways. They know
Speaker 2: where the line is, they know what matters, they know
Speaker 2: how decisions get made. When that clarity disappears, trust erodes fast.
Speaker 2: If your team is guessing what mood you were in,
Speaker 2: guessing what will get them in trouble, or guessing how
Speaker 2: you will react to bad news, trust is already bleeding out.
Speaker 2: A trust first leader reacts to bad news with curiosity
Speaker 2: before judgment. Not because mistakes are fine, but because hidden
Speaker 2: mistakes are dangerous. Think about this. When people hide problems,
Speaker 2: the problem grows. When people surface problems early, the problem shrinks.
Speaker 2: Trust determines which one you get. Another trust killer I
Speaker 2: see all the time is inconsistency. You cannot preach accountability
Speaker 2: and then play favorites. You cannot talk about transparency and
Speaker 2: then make decisions behind closed doors that directly impact people
Speaker 2: without explanation. You do not need to share everything. You
Speaker 2: do need to explain the why behind what affects your team.
Speaker 2: Silence creates story Worries in those stories are rarely flattering.
Speaker 2: A trust first workplace also means leaders go first. If
Speaker 2: you want honesty be honest. If you want ownership, own
Speaker 2: your mistakes publicly. If you want accountability, hold yourself to
Speaker 2: the same standard you expect from everyone else. People are
Speaker 2: not asking for perfection, They are asking for fairness and effort.
Speaker 2: One of the most powerful trust builders is follow through.
Speaker 2: When you say you will do something, do it when
Speaker 2: you can't say why. Broken promises do more damage to
Speaker 2: trust than bad outcomes. Let me say this clearly. Trust
Speaker 2: is built in the small moments, not the big speeches.
Speaker 2: It is built in how emails are answered, how feedback
Speaker 2: is given, how credit is shared, in how pressure is handled.
Speaker 2: If your team believes you will throw them under the
Speaker 2: bus to save yourself, trust is gone. If they believe
Speaker 2: you will stand next to them when things get hard,
Speaker 2: trust grows fast. A trust first workplace also demands courage
Speaker 2: from leaders. You have to be willing to hear things
Speaker 2: you may not like. You have to be open to
Speaker 2: feedback without becoming defense if you have to invite dissent
Speaker 2: and not punish it. Agreement does not equal trust. Respect
Speaker 2: does when people feel heard, even if the final decision
Speaker 2: goes another direction. Trust increases when people feel ignored or dismissed.
Speaker 2: Trust collapses and here's a simple gut check. If someone
Speaker 2: on your team made a serious mistake, would they tell
Speaker 2: you immediately or would they try to fix it quietly
Speaker 2: and hope you'll never find out? The answer to that
Speaker 2: question tells you everything you need need to know about
Speaker 2: the level of trust that you have built. A trust
Speaker 2: first workplace is not built overnight. It is built through repetition, consistency,
Speaker 2: invisible leadership behavior. Every interaction is either a deposit or
Speaker 2: a withdrawal. Leaders who understand this stop asking why people
Speaker 2: are disengaged and start looking in the mirror. If you
Speaker 2: want a team that moves fast, speaks honestly, and performs
Speaker 2: under pressure. Trust is not optional. It is the foundation.
Speaker 2: So here is your challenge. Over the next week. Pay
Speaker 2: attention to how you respond, how you communicate, and how
Speaker 2: you follow through. Trust is watching, your team is watching,
Speaker 2: and leadership is always being measured in moments like these.
Speaker 2: Paul Falavalito dot com has more leadership resources for you
Speaker 2: to download, and also head over to my YouTube channel
Speaker 2: for more leadership short videos. The link is in the
Speaker 2: description of this show and also on my website. This
Speaker 2: has been the seven minute Leadership podcast, and I thank
Speaker 2: you for listening.
Speaker 1: For more Paul Fellow Alito podcasts, visit Paulfellowalito dot com.