Trust has become a luxury in today's fast-paced workplace. With artificial intelligence accelerating decision cycles, hybrid work reducing organic connection, and economic volatility eroding trust, it's no wonder that leaders are struggling to build and maintain the one thing that can make or break any relationship: trust.
According to the 2024 Edelman Trust Barometer Global Report, a staggering 61 percent of respondents worry that business leaders are intentionally misleading people by communicating false or exaggerated information. The trust deficit is real, and it's not going away anytime soon.
So, what's driving this crisis in modern leadership? For starters, instant gratification has become the norm, eroding trust at scale. Employees are more skeptical than ever of leadership's intentions and more sensitive to signs of inconsistency. And let's be honest – who hasn't felt the sting of not knowing an answer when everyone expects certainty?
Traditional leadership norms reward omniscience, but admitting "I don't know" can feel like weakness. However, research shows that imperfection equals connection. When you're asked a question you can't answer, do you pretend or own your truth? The latter sparks connection, demonstrates integrity, and signals competence – ultimately accelerating trust in any business relationship.
For instance, imagine you're on a call with the CTO of a new client, and you get a question you can't answer. Instead of pretending, try this: "That's a really good question that I don't have an answer for. Here's what I'll do: after our conversation, I'll dig into it and find you an answer – and if that fails, I'll connect you with the right person who can." The trust-building power lies in your tone, warmth, and curiosity.
Another way to build trust is by acknowledging others for their gifts. Research shows that receiving a genuine compliment activates the same part of the brain as receiving a financial award. Internal recognition – specific, timely, and real – encourages people to express themselves without fear, drop the mask, and own their talents.
For example, picture this: it's the first five minutes of your weekly all-hands meeting, and you decide to acknowledge your colleague for something you observed yesterday: "The way you handled that difficult conversation with the marketing team was incredible. You stayed calm, listened deeply, and asked intentional questions." This public recognition not only inspires your colleague but also reinforces this conscious behavior at scale.
Lastly, deeply listening – not just actively – is crucial in building trust. Most leaders can recite the definition of active listening, but often it collapses into surface-level validation in today's distracted workplaces. To truly connect with others, try to get inside their shoes and see things from their point of view. Empathize with their experience, describe the energy you're sensing, and tap into your intuition.
In a world where employees increasingly doubt whether leaders truly understand them, empathy has become strategic. Trust isn't rebuilt through memos, dashboards, or A.I.-generated talking points – it's built through daily behaviors, small moments, and consistent humanity.
When you embody the change you want others to follow, that's where real impact begins. As Ravi Rajani puts it, "Trust is not rebuilt; trust is created every day, one honest interaction at a time."
According to the 2024 Edelman Trust Barometer Global Report, a staggering 61 percent of respondents worry that business leaders are intentionally misleading people by communicating false or exaggerated information. The trust deficit is real, and it's not going away anytime soon.
So, what's driving this crisis in modern leadership? For starters, instant gratification has become the norm, eroding trust at scale. Employees are more skeptical than ever of leadership's intentions and more sensitive to signs of inconsistency. And let's be honest – who hasn't felt the sting of not knowing an answer when everyone expects certainty?
Traditional leadership norms reward omniscience, but admitting "I don't know" can feel like weakness. However, research shows that imperfection equals connection. When you're asked a question you can't answer, do you pretend or own your truth? The latter sparks connection, demonstrates integrity, and signals competence – ultimately accelerating trust in any business relationship.
For instance, imagine you're on a call with the CTO of a new client, and you get a question you can't answer. Instead of pretending, try this: "That's a really good question that I don't have an answer for. Here's what I'll do: after our conversation, I'll dig into it and find you an answer – and if that fails, I'll connect you with the right person who can." The trust-building power lies in your tone, warmth, and curiosity.
Another way to build trust is by acknowledging others for their gifts. Research shows that receiving a genuine compliment activates the same part of the brain as receiving a financial award. Internal recognition – specific, timely, and real – encourages people to express themselves without fear, drop the mask, and own their talents.
For example, picture this: it's the first five minutes of your weekly all-hands meeting, and you decide to acknowledge your colleague for something you observed yesterday: "The way you handled that difficult conversation with the marketing team was incredible. You stayed calm, listened deeply, and asked intentional questions." This public recognition not only inspires your colleague but also reinforces this conscious behavior at scale.
Lastly, deeply listening – not just actively – is crucial in building trust. Most leaders can recite the definition of active listening, but often it collapses into surface-level validation in today's distracted workplaces. To truly connect with others, try to get inside their shoes and see things from their point of view. Empathize with their experience, describe the energy you're sensing, and tap into your intuition.
In a world where employees increasingly doubt whether leaders truly understand them, empathy has become strategic. Trust isn't rebuilt through memos, dashboards, or A.I.-generated talking points – it's built through daily behaviors, small moments, and consistent humanity.
When you embody the change you want others to follow, that's where real impact begins. As Ravi Rajani puts it, "Trust is not rebuilt; trust is created every day, one honest interaction at a time."
. I mean, who doesn't feel like they can't answer something right away? It's all about being comfortable with uncertainty and owning up to it 
. Leaders need to show vulnerability and be genuine in their interactions, not just pretend to know everything. And acknowledging others for their talents is a great way to build trust too! 
. Like 61% of people think they're intentionally misleading us? That's wild! I guess it makes sense with instant gratification and everything, but still, can't we just have honest conversations without pretending to know stuff? 
It feels like if leaders really want to build trust, they should own their uncertainty and be more human about it. Like, who hasn't felt that sting of "I don't know"? 
. They fear appearing weak or unsure, which makes them less human and trustworthy in the eyes of employees 
. We need to change this narrative and create spaces where it's okay to say "I don't know" 
. It's time for leaders to own their imperfections and show us that they're willing to learn alongside us 
. Trust isn't built through grand gestures, but through small, authentic interactions every day 
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. When leaders genuinely compliment their team members, it really does activate the same brain centers as a financial reward 
. It's not just about saying nice things, but actually acknowledging someone's hard work and talents.
. Like, actively listening to people and trying to see things from their perspective is just so important. When leaders can do that, it creates a sense of connection and trust that's real 
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. Like, come on guys, just own up to what you don't know! It's not about being weak, it's about showing humanity 
But seriously, when leaders genuinely appreciate their team members' efforts, it creates this positive feedback loop that boosts morale and productivity.
. Like, most of us just go through the motions of "active listening" without actually putting ourselves in other people's shoes. We need to get real about empathy and understanding each other's perspectives. Trust isn't built on just being present, it's about truly connecting with others 
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. So let's ditch the pressure to be all-knowing and focus on building trust one honest interaction at a time 
People are getting so tired of corporate jargon and fake smiles. Like, who doesn't want to work with someone who's genuinely willing to say "I don't know" instead of pretending to have all the answers? 
like what happens when u cant even answer a simple question without freakin out? 
and yeah internal recog is key too, it makes people wanna drop that mask & just be themselves 
and its no wonder w/ all the drama goin on in the world right now 
. But honestly, if you dont know an answer just say so & try to find out together 
if leaders can't even be themselves around employees. It's so refreshing to see authors like this one saying that admitting you don't know something is actually a sign of strength 
. Like, acknowledging others for their gifts? That's such a simple yet powerful move. We should all be doing that more often 
. I'm so over the idea that leaders just need to "get their act together" or whatever 
about building trust in our workplaces. Who's with me? 
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️. It's like, we need to start recognizing those little things that people do for us, because honestly, they make all the difference 
I mean, everyone’s always typing away on their laptops and not even looking up – it's like, hello! The person right across from you is trying to have a conversation with you