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<v Speaker 1>Helping leaders motivate their people to a higher level of

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<v Speaker 1>performance through strong human relations, team building, and goal achieving.

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<v Speaker 1>This is the seven minute Leadership Podcast with your host

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<v Speaker 1>Paul Fellavaledo.

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<v Speaker 2>Hello everyone, and welcome to this seven minute leadership podcast.

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<v Speaker 2>It's episode five to eighty nine. Let me start with

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<v Speaker 2>a hard truth most leaders do not want to hear.

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<v Speaker 2>You do not get trust because of your title. You

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<v Speaker 2>get trust because of your behavior, your consistency in what

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<v Speaker 2>you do when no one is watching. A trust first

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<v Speaker 2>workplace does not happen because you hang a poster on

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<v Speaker 2>the wall or roll out a new value statement. It

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<v Speaker 2>happens when people feel safe telling you the truth, safe

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<v Speaker 2>making decisions, and safe admitting mistakes without fear of being

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<v Speaker 2>trush for it. Trust is not soft. Trust is a

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<v Speaker 2>performance accelerator. In every high performing team that I have

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<v Speaker 2>ever seen, trust was the baseline operating system. Without it,

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<v Speaker 2>everything slows down, communication gets filtered, problems get hidden, people

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<v Speaker 2>start protecting themselves instead of protecting the mission. If you

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<v Speaker 2>want to trust first workplace, it starts with how you

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<v Speaker 2>show up every single day. And here is where leaders

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<v Speaker 2>often get this wrong. They confuse trust with comfort. Trust

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<v Speaker 2>does not mean lowering standards. Trust means clarity. People trust

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<v Speaker 2>leaders who are predictable in the right ways. They know

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<v Speaker 2>where the line is, they know what matters, they know

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<v Speaker 2>how decisions get made. When that clarity disappears, trust erodes fast.

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<v Speaker 2>If your team is guessing what mood you were in,

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<v Speaker 2>guessing what will get them in trouble, or guessing how

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<v Speaker 2>you will react to bad news, trust is already bleeding out.

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<v Speaker 2>A trust first leader reacts to bad news with curiosity

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<v Speaker 2>before judgment. Not because mistakes are fine, but because hidden

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<v Speaker 2>mistakes are dangerous. Think about this. When people hide problems,

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<v Speaker 2>the problem grows. When people surface problems early, the problem shrinks.

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<v Speaker 2>Trust determines which one you get. Another trust killer I

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<v Speaker 2>see all the time is inconsistency. You cannot preach accountability

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<v Speaker 2>and then play favorites. You cannot talk about transparency and

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<v Speaker 2>then make decisions behind closed doors that directly impact people

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<v Speaker 2>without explanation. You do not need to share everything. You

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<v Speaker 2>do need to explain the why behind what affects your team.

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<v Speaker 2>Silence creates story Worries in those stories are rarely flattering.

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<v Speaker 2>A trust first workplace also means leaders go first. If

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<v Speaker 2>you want honesty be honest. If you want ownership, own

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<v Speaker 2>your mistakes publicly. If you want accountability, hold yourself to

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<v Speaker 2>the same standard you expect from everyone else. People are

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<v Speaker 2>not asking for perfection, They are asking for fairness and effort.

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<v Speaker 2>One of the most powerful trust builders is follow through.

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<v Speaker 2>When you say you will do something, do it when

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<v Speaker 2>you can't say why. Broken promises do more damage to

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<v Speaker 2>trust than bad outcomes. Let me say this clearly. Trust

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<v Speaker 2>is built in the small moments, not the big speeches.

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<v Speaker 2>It is built in how emails are answered, how feedback

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<v Speaker 2>is given, how credit is shared, in how pressure is handled.

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<v Speaker 2>If your team believes you will throw them under the

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<v Speaker 2>bus to save yourself, trust is gone. If they believe

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<v Speaker 2>you will stand next to them when things get hard,

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<v Speaker 2>trust grows fast. A trust first workplace also demands courage

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<v Speaker 2>from leaders. You have to be willing to hear things

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<v Speaker 2>you may not like. You have to be open to

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<v Speaker 2>feedback without becoming defense if you have to invite dissent

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<v Speaker 2>and not punish it. Agreement does not equal trust. Respect

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<v Speaker 2>does when people feel heard, even if the final decision

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<v Speaker 2>goes another direction. Trust increases when people feel ignored or dismissed.

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<v Speaker 2>Trust collapses and here's a simple gut check. If someone

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<v Speaker 2>on your team made a serious mistake, would they tell

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<v Speaker 2>you immediately or would they try to fix it quietly

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<v Speaker 2>and hope you'll never find out? The answer to that

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<v Speaker 2>question tells you everything you need need to know about

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<v Speaker 2>the level of trust that you have built. A trust

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<v Speaker 2>first workplace is not built overnight. It is built through repetition, consistency,

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<v Speaker 2>invisible leadership behavior. Every interaction is either a deposit or

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<v Speaker 2>a withdrawal. Leaders who understand this stop asking why people

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<v Speaker 2>are disengaged and start looking in the mirror. If you

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<v Speaker 2>want a team that moves fast, speaks honestly, and performs

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<v Speaker 2>under pressure. Trust is not optional. It is the foundation.

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<v Speaker 2>So here is your challenge. Over the next week. Pay

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<v Speaker 2>attention to how you respond, how you communicate, and how

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<v Speaker 2>you follow through. Trust is watching, your team is watching,

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<v Speaker 2>and leadership is always being measured in moments like these.

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<v Speaker 2>Paul Falavalito dot com has more leadership resources for you

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<v Speaker 2>to download, and also head over to my YouTube channel

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<v Speaker 2>for more leadership short videos. The link is in the

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<v Speaker 2>description of this show and also on my website. This

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<v Speaker 2>has been the seven minute Leadership podcast, and I thank

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<v Speaker 2>you for listening.

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<v Speaker 1>For more Paul Fellow Alito podcasts, visit Paulfellowalito dot com.