Trusted Leader Blog

Our brains are naturally wired to seek out certainty and a sense of safety.

Trust and leadership are inextricably linked. In both good and bad times, employees subconsciously evaluate their leaders to see that they are worthy of their trust.

As human beings we all know how wonderful it feels to be trusted by your leader. Being able to trust your boss and being trusted is always rated in the top things employees want from their leaders (as well as honesty and respect). 

Have you ever had a conversation with a boss and their reaction or language changed how you felt about them in that moment?

If you do a search on LInkedIn for Trusted Leader, you'll find around 1 million people have the audacity to label themselves "Trusted Advisor," "Trusted Leader" or even "Trusted and Inclusive Leader." 

I say audacity because telling people you are trustworthy (particularly early in a relationship) is actually a red flag that you're not.

For many leaders, managing trust in their teams is a challenge because there are three different trust forces at play.  These can be either supportive or oppositional. 

As humans, we want to be with other humans and be part of something bigger and better than we can create on our own.  We love been part of an energetic team that has plenty of solutions, excited discussion and activity.