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Trust is the invisible force that drives performance, collaboration, and culture in every...
Trust is the foundation of every successful relationship, organization, and leader. But how do we truly become trustworthy? This is the critical question Dr. Rob McKenna, CEO of WiLD Leaders, and Sabeth Kapahu explore in their recent podcast conversation. Their insights challenge the way we think about trust—not just as a concept, but as an actionable practice that starts within each of us.
Why Trust is More Than A Feeling
Many people view trust as an emotion—something we feel instinctively. However, as Dr. McKenna emphasizes, trust is more than just a feeling. It is built through tangible actions, consistency, and the ability to be honest about both our strengths and our flaws. Without these elements, trust cannot thrive.
Dr. McKenna defines trust through four key pillars:
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Integrity: Doing what you say you will do and having others’ best interests at heart.
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Ability: Demonstrating competence and skill in your responsibilities.
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Reliability: Consistently following through on commitments.
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Strength: Continually improving and working toward mastery.
When one of these elements is missing, trust weakens, creating a cycle of doubt, disengagement, and disconnection.
The Link Between Trust and Self Worth
One of the most striking insights from the podcast is the connection between trust and self-worth. Recent research shows that 41% of young adults do not feel worthy of love. This feeling of unworthiness can directly impact their ability to trust others and be trusted themselves.
Self-worth plays a crucial role in leadership development and organizational culture. If individuals lack confidence in their value, they may struggle to build trust in their teams, workplaces, and personal relationships. Dr. McKenna points out that people who have secure attachments—connections to mentors, advocates, and supporters beyond their immediate family—tend to have a stronger sense of worthiness. These relationships serve as proof that they are valued and capable.
Trust Begins Within
Trust is most often recognized in relationships, but its foundation lies within each individual. To be trustworthy, we must first understand ourselves. This means:
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Recognizing our own strengths and weaknesses.
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Developing emotional resilience and self-awareness.
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Accepting that trustworthiness is not about perfection, but about honesty and growth.
McKenna compares trust to personal development, emphasizing that growth requires both assessment and action. Leaders and organizations that cultivate environments where individuals can explore their competencies, motivations, and challenges create cultures of trust and authenticity.
The Role of Efficacy in Trust
A key concept discussed in the podcast is efficacy, or the belief that we are capable of achieving something. This belief drives action and builds confidence. When individuals see tangible proof of their abilities—whether through mentorship, leadership development programs, or assessments—they begin to trust themselves. And when people trust themselves, they are more likely to become trustworthy to others.
This insight has profound implications for workplace leadership. Employees who feel capable and supported are more likely to take ownership of their roles, communicate openly, and foster trust within their teams. Conversely, environments that undermine an individual’s sense of competence can erode trust and engagement.
Measure Trust - and Feel Worthy of It
One of the key takeaways from the conversation is that trust must be measurable. Dr. McKenna and his team at WiLD Leaders have developed the WiLD Trust Index, a tool designed to assess and improve trust at personal, team, and organizational levels. By identifying trust gaps, organizations can take strategic steps to rebuild and strengthen relationships.
The principle behind this approach is simple: What gets measured moves. If trust is not actively tracked and nurtured, it will not grow. Organizations that prioritize trust assessments gain actionable insights into where trust is thriving and where it needs attention.
At its core, leadership is about influence—and influence requires trust. A leader who understands their own worth and acknowledges their areas for growth creates a culture where others feel safe to do the same.
Dr. McKenna describes a powerful example of this in action: a young man in India who, through a single day of leadership development exercises, transformed his self-perception. Initially, he lacked confidence and viewed himself with hesitation. However, as he engaged in self-assessment and reflection, his posture changed—both physically and emotionally. He began to see himself as someone capable, valuable, and, most importantly, trustworthy.
This story underscores an essential truth: Trust starts with seeing and believing in our own worth. Only then can we extend trust to others and create meaningful, high-performing teams.
Practical Steps to Cultivate Trust in the Workplace
For leaders and organizations looking to build trust, here are some actionable steps:
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Define Trust Clearly: Establish shared language and understanding around what trust means in your organization.
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Assess Regularly: Use tools like the WiLD Trust Index to measure trust levels and identify areas for improvement.
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Encourage Self-Reflection: Provide opportunities for employees to assess their strengths, challenges, and developmental areas.
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Model Vulnerability: Leaders should be transparent about their own growth journeys and challenges.
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Foster Support Networks: Encourage mentorship and advocacy to reinforce employees’ sense of worth and efficacy.
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Prioritize Consistency: Demonstrate reliability through consistent actions and decision-making.
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Promote Honest Conversations: Create a culture where truth-telling is valued and where people feel safe to share concerns.
To dive deeper into these insights, listen to the full podcast episode “Becoming Trustworthy: The Connection We Are All Missing”, and explore the WiLD Trust Index to start measuring and building trust in your organization today.
Download the State of Trust at Work report.
ABOUT THE AUTHOR
Dr. Rob McKenna Founder + CEO of WiLD Leaders
This generation’s leading mind in Whole Leader Development. He's an Industrial- Organizational Psychologist, Author, Speaker, and Founder of WiLD Leaders Inc. and creator of the WiLD Trust Platform.
Named one of the top 30 I-O Psychologists alive today, Dr. McKenna is passionate about developing leaders and about transforming the way we see the people in our organizations.
As he will tell you, we have the tools at our fingertips to invest in our people in ways that are meaningful to them and will get the results we need. Thirty years of research has taught us much how people learn and grow on the job. We have what it takes to create rich learning environments for the people we lead, and all we have to do is begin to act on what we know.
Dr. McKenna brings a combination of approachability, authenticity, expert knowledge, and humor to his talks. Whether you are interested in character development, dealing with conflict, creating engaging learning cultures, or developing the next generation of leaders,
Use the WiLD Trust Platform to increase trust in your organization.
www.wildleaders.org | contact@wildleaders.org
