3Cs Elements of Trust

Written by Piyada Thanataweeratn, Senior Consultant at BTS Thailand

Recently, I have seen and witnessed the increasing interest from many learners, ranging from team leaders to middle managers to even executives, in how they, as leaders and people managers, could build trust with their people as they see the need to get things done through their people who are ready and willing to bring their best self to work, especially those in the high-performance-driven culture. Trust is prominent in leading and driving performance.

Many learners are aware that trust needs to be earned as it does not come automatically with the job title of boss/direct supervisor.? Luckily, trust building is not a new subject in the leadership/management development area. There are many trust formulas out there that we have been hearing or even practicing to gain and regain trust from people whom we work with. With a recent surge from our learners and a couple of trust formula reviews, I have identified three common elements of trust here.

·?????? Credibility:

Credibility refers to your deep knowledge, proven competence, and well-recognized expertise in what you do. People trust your ability in particular areas. They do not have doubts about your capabilities. People would seek your guidance and direction and even you become their first choice for consultation when there are any work/personal issues related to those areas. They know that you are the real deal.

Many learners find this element quite easy to practice and apply. A little piece of advice is to ensure that you continue sharpening those capabilities and keep abreast of recent developments in your expertise domains. Finally, make sure that people know what you are good at, so they include you as the go-to person.

·?????? Commitment:

Commitment to trust building is about how much your people believe they can count on you, both words and deeds. You are well-perceived as a dependable person. People do not second-guess any of your given promises. They believe you walk the talk, and practice what you preach. They know that you always work hard and commit to whatever you said you would do, on time in full, and with quality. Consistency is one of your strong suits. People might trust their managers’ and leaders’ geniuses (competencies) but doubt them as reliable bosses.

Many learners reflect that they need to work on their follow-up and follow through on the commitments they have made and ensure that they keep their people updated on what’s going on. Some learners refer to the old saying, action speaks louder than words. They would be more mindful and careful in making commitments that are doable and manageable. Some see the need to further develop their time management, and prioritization to ensure they could deliver as planned and intended. In brief, avoid overpromising and under-delivery as it negatively impacts your reputation as a trustworthy person/boss.

·?????? (Genuine) Caring

Caring is the way you demonstrate your genuine concern for others and attentiveness to other people’s needs. You display your curiosity and interest in understanding their constant needs, objectives, and challenges. You consciously put effort into knowing more about your people – who they are as individual human beings, at the same time, allowing them to get to know the real you. They feel safe enough to share their ideas, revealing their true feelings with you. They do not feel that there is any hidden agenda behind your acts of kindness and support. They can see your good intentions through the way you speak and treat them even when you provide them with frank and direct performance feedback and coaching.

This element is quite challenging for many learners who realize that they need to work on their empathetic listening skills, creating opportunities to learn more about their people, learning how to show their vulnerability to connect with others, and creating a workplace with psychological safety.

About the author

Piyada Thanataweeratn, a Senior Consultant at BTS Thailand, is a skilled practitioner and professional with a demonstrated history in management consulting. She excels in talent management, performance improvement, HR consulting, employee engagement, and organizational development, bringing a holistic approach to client success. Piyada’s work is dedicated to helping organizations optimize their workforce and foster meaningful growth. Leaders seeking guidance on transformative talent and leadership strategies can reach out to her at [email protected] or connect on LinkedIn

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