How to Build Trust Through Consistent Value

One of the best piece’s of advice I’ve received; “Be a resource, not a sales pitch.” When you focus on being a resource, you’re prioritizing value and relationship-building over immediate transactions. It’s about sharing your knowledge, insights, and even your network, without expecting anything in return. This approach not only positions you as an authority in your field but also fosters genuine connections. In a sea of constant marketing and sales pitches, being someone who offers real, actionable value stands out. It's refreshing. People trust you, look up to you, and rely on you. This trust is the foundation of strong professional relationships. People do business with those they trust and respect, not just those who have something to sell. Becoming a go-to resource creates a ripple effect. Your insights and helpfulness can inspire others to do the same, cultivating a community of professionals who are supportive and knowledge-sharing. This isn't just good for business; it's good for the industry and professional growth across the board. So, the next time you engage with your network, ask yourself: How can I add value today? How can I help someone solve a problem or overcome a challenge? By focusing on being a resource, you’re not just selling a product or a service; you’re building a legacy. And that’s something truly worthwhile.

Unpopular Opinion: It doesn't matter how many days a week you bring people back to the office if your organization lacks employee trust. I recently had a conversation with a young professional who believed that they couldn't speak up within their organization because, at one point, they were told by their manager that they didn't have enough experience to have an opinion. This type of behavior damages the individual's personal career growth, including their ability to develop the skills and experience if they don't feel like they can question their own assumptions and the assumptions of others. It also damages the overall organization's ability to succeed since it prevents people from bringing their best ideas forward and working together collaboratively and productively. Yet, in all the conversations around RTO from leaders, so much is centered around a need for more productivity and innovation. Trust is the glue that holds teams together, empowers individuals, and creates an environment where employees feel valued and supported. When employees trust their employers and colleagues, they are more likely to be engaged in their work, perform at their best, and take risks that lead to innovation. Numerous studies have highlighted the significant impact of trust on organizational success. According to a study conducted by the Harvard Business Review, companies with high levels of trust experience 74% less stress, 106% more energy at work, 50% higher productivity levels, and 76% higher engagement rates compared to low-trust organizations. So how can employers cultivate trust in the workplace? It's not by getting people to show up to the office more. Here are a few key strategies: 1️⃣ Lead by example: Trust starts at the top. Employers must demonstrate trustworthiness through their actions and decisions. When leaders consistently act with integrity, transparency, and fairness, it sets the tone for a culture of trust throughout the organization. 2️⃣ Foster open communication: Encourage open dialogue and active listening within teams. When employees feel heard and valued, they are likelier to trust their colleagues and share ideas freely. Regular team meetings, feedback sessions, and opportunities for collaboration can all contribute to building trust. 3️⃣ Provide autonomy and empowerment: Trust goes hand in hand with giving employees the autonomy to make decisions and take ownership of their work. When individuals feel trusted and empowered, they are more likely to go above and beyond, take calculated risks, and develop innovative solutions. 4️⃣ Recognize and reward trust: Acknowledge and appreciate trustworthy behavior. Recognize employees who consistently demonstrate trustworthiness and create a culture where trust is celebrated. This can be done through public recognition, rewards, or small gestures like a simple thank you. #management #leadership #returntooffice #employeeexperience #employeeengagment #trust

#Trust in #Leadership has been a hot topic this week. In nearly every conversation I’ve had with executives and teams, the question has come up: How do we rebuild trust? How do we earn it in the first place? One formula keeps coming up—the one that resonates most deeply with the leaders I coach: 🧠 Trust = Consistency / Time ⏳ (Originally shared by L. David Marquet, and also attributed to former LinkedIn CEO Jeff Weiner. This equation strips trust down to its essence. ✔️ Consistency: Do your actions match your values—reliably? Do people know what to expect from you, in good times and under pressure? 🕰️ Time: You can’t shortcut it. This is what frustrates us! Trust builds—or erodes—moment by moment, decision by decision. It takes months or years to build and just one moment to erode. I once worked with a senior leader who was brilliant, polished, and deeply strategic. But every so often, when they felt disrespected, they would snap—screaming at people publicly. That one moment of emotional volatility would erase months of goodwill. They’d have to start over in rebuilding trust. Eventually, they were ousted from their role—not for performance, but for unpredictability. I’ve also seen talented leaders removed after just one bad presentation. It wasn’t just about the slides—it was about trust. Their manager (often partially responsible for not preparing them) suddenly questioned their judgment, their readiness, their presence. One off moment was enough to tip the balance. These aren’t fair outcomes. But they are reminders: Trust is fragile. It compounds with consistency—and it resets instantly when consistency breaks. As a coach, I often ask: Are you being intentional in how you show up? Do you tell people what you are thinking? And explain the intention behind your words or actions? Do people know who you are at your core? Are you being patient enough to let trust grow? #Leadership #Trust #ExecutiveCoaching #LeadWithIntention #CultureMatters #LeadershipDevelopment

Here are the top skills you need to raise $50,000,000 in equity and the skills I am adapting to raise our next $50,000,000: This is a never-ending journey of constant improvement. 1/Sales You have to be able to talk to ANYONE on a whim. I've literally door-knocked $5mm plus homes to find accredited investors. You are on the phone, CONSTANTLY. Understand ALL forms of sales. 2/ Relationship Building Every investor is now your family. Treat them with respect and understand their needs. Keep yourself top of mind. Follow-up is key. Remember, you can never have too many relationships. 3/ Systems and processes What doesn't get systemized gets forgotten. What gets forgotten makes you look like a fool (I've been there). Write down every process. Then, systemize it and repeat it. 4/ Automate When you are raising your first tranches of capital, you're most likely a small team. This is the beauty of technology. It replaces team members. Automate emails. Automate follow up Automate signing. Automate EVERYTHING you can. 5/ Product fit Understand your demographic and build your offering to solve those investors' needs. You don't want to present in front of deaf ears. It can be the BEST returns, but if it doesn't fit your key demographic, you will fail. 6/ Build trust through integrity Trust is the name of the game in this industry. How do you build trust? Don't lose investor capital. Do what you say when you say you will do it. Communicate. Be there for them. Transparency. 7/ Deliver the BEST investment I believe in what my team offers so much I invest 90% of my capital into our own projects. I know they are the best. I know my team will succeed. I am the biggest advocate for our investments and truly believe in it! How, what skills am I adapting? 1/High-level leadership As our company grows, so does our team. We are hiring employees. We are bringing on higher-level Architects, Engineers, Builders, Accountants, Attorneys, etc. I am pushing myself to become a world-class leader. 2/ Mastering sales Sales is a never-ending game. To master the game, you must be a forever learner. I'm further developing my skills to cater to exactly what my investors need. 3/ Risk Mitigation Risk mitigation is a never-ending lesson. Markets are changing. This is a skill our team is continuing to master. 4/ Building Raving Fans We want EVERY investor to RAVE about our investment. This generates referrals. Referrals are the most profitable marketing. 5/ Branding My team is building a world-class brand. I am building a world-class personal brand. I am mastering branding on every level. I want to be the best educator, value adder, and inspirational person you see online. I also want to show you it is possible to live a life well-lived. There are so many more skills I am adapting; these are just a few main ones! Give this a repost ♻️ if you found some value in it.