Latest Podcast Episode:

How to find (and reduce) friction on your team.

Latest Podcast Episode: How to find (and reduce) friction on your team.

Ready to become a better boss Today?

E-mail me new posts

As a manager, your actions either build trust or destroy it. There’s no middle ground.

But what is trust and how do we measure it?

Most managers over-index on their technical abilities (credibility) to build trust with their team and stakeholders. Although well-intentioned, this strategy doesn’t get them far. To build everlasting trust, managers have to work on three other dimensions of trust: Reliability, Intimacy, and Self-Orientation to increase their trustworthiness.

Introducing The Trust Equation:

Charles M Green (Author of the Trusted Advisor) wanted to figure out how we can measure our trustworthiness. His research led to the Trust Equation which uses four objective variables to measure trustworthiness. These four variables are best described as Credibility, Reliability, Intimacy, and Self-Orientation.


1. Credibility (competence)

Credibility is related to your technical competence and domain expertise. When your team knows you’re an expert in your field and trust your knowledge, they begin to trust you as well (There’s a reason doctors wear lab coats and hang diplomas on the wall – they’re building instant credibility).

2. Reliability (Consistency)

This is about personal integrity. Reliable leaders are congruent in their thoughts and actions. They lead by example and employees recognize that. There are way too many well intentioned bosses who sacrifice consistency due to the demands of a challenging job. They fail to follow the same rules that are used to hold others accountable causing employees to not only lose respect but also trust.

3. Intimacy (Connection)

Intimacy simply refers to connecting with your team on a human level, to truly empathize with them and build a bond of psychological safety. Research from Gallup suggests that employees whose managers are open and approachable are more engaged than employees whose managers are reserved.

4. Self-orientation (Me vs. We)

Self-orientation is about excessive focus on yourself and not enough on your direct reports. A significant source of distrust arises when managers make decisions to benefit themselves and not the greater good of the team. The inverse of self-orientation is a servant leader who works to serve others. Most leaders need to work on self-orientation, hence it occupies the denominator in the equation.

Be the first to know!

Subscribe to my exclusive mailing list
and get the freshest posts delivered straight to your inbox.

Subscribe Now

Ready to become a better boss today?

Custom designed training for busy managers like you.
1 week. 5 e-mails. 1 minute per day.

GET STARTED WITH A FREE COURSE

Ali Merchant logo

Ready to become a better boss?

Subscribe to my exclusive mailing list to get the freshest posts delivered straight to your inbox.

You have Successfully Subscribed!

Ali Merchant logo

Ready to Become a Great Boss Today?

Subscribe to my exclusive mailing list to get the freshest posts delivered straight to your inbox.

You have Successfully Subscribed!

Ali Merchant logo

Listen to the All-in Manager Podcast

Subscribe to my exclusive mailing list to get the freshest posts delivered straight to your inbox.

You have Successfully Subscribed!

Ali Merchant logo

Before we send you the FREE course, select the option that best describes you below.

FOR NEW MANAGERS   FOR SENIOR LEADERS

You have Successfully Subscribed!

Learn How to Become a Great Manager in only 5 Days!

IN THIS FREE E-MAIL COURSE, YOU'LL LEARN:

  • 5 ways to connect and build trust with your direct reports.
  • My word-for-word scripts, templates and 15 questions to run great 1:1s
  • 8 steps to better delegation to save you time and build trust
  • 4 steps to delivering feedback-that-works
  • 5 mistakes to avoid as a new manager and 3 tactics to beat stress

You have Successfully Subscribed!

Learn How to Become an Influential Leader in only 5 Days!

IN THIS FREE E-MAIL COURSE, YOU'LL LEARN:

  • How to listen to build influence
  • How to start G.R.O.Wing your employees today
  • 5 powerful questions to create meaningful progress
  • How to Identify your leadership blindspots
  • 3 techniques to beat overwhelm and take back your life

You have Successfully Subscribed!

Want a step-by-step guide to delivering feedback that actually works!

How to Deliver Exception Feedback

GET THE:

  • 4 step planning workbook to gain clarity before your next conversation
  • 5 power questions to get your employee un-stuck during the conversation
  • 7 commitment questions to inspire behavior change

You have Successfully Subscribed!

Subscribe for bonus content

Subscribe for bonus content

Join my mailing list to receive the latest podcasts, videos and bonus content (only available to subscribers)

You have Successfully Subscribed!

Pin It on Pinterest