Yes, trust is and must be synonymous with
leadership, because: You don’t take risks with people you don’t trust. You don’t
cooperate with person you don’t trust. You don’t share your ideas with people you
don’t trust. You don’t listen to people you don’t trust. You don’t implement
suggestions from people you don’t trust. You don’t follow people you don’t trust.
Henry Doss explains it nicely: Trust functions
much like the “value bitcoin” of organizations and corporate cultures . .
. a powerful, and largely unregulated currency. And like bitcoin,
the value of trust can float relative to its level of authenticity.
Inauthentic, feigned trust will have little value, while authentic, genuine
trust will have high value. Those who have authentic trust to give will
find themselves with a fat leadership wallet, while those who are unable or
unwilling to trust will find themselves a little short on “trust cash.”
That’s a deficit that neither individuals nor organizations can endure for very
long.
Give as much attention to building trust as
you would give to anything that tops
your agenda.
