#85 - Trust - From another perspective!
29 Oct 25
I've spoken before about wht trust is the invisible cement that binds a team together. It’s easy to overlook because it doesn’t appear on an organisational chart or a KPI dashboard. Yet when it’s missing everything cracks.
In the Navy, trust wasn’t a ‘nice-to-have’, it was a survival mechanism. In the commercial world, it’s no less critical. When trust breaks down, whether between individuals, teams, or leadership and the wider organisation, performance, morale and integrity all start to erode.
This edition explores trust from another angle. Because it is such an important ingredient in a team and organisational dynamic, it's worthy of another mention.
What?
In the Royal Navy, trust existed in three dimensions:
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Trust in equipment - that it would perform as designed, even in the harshest conditions.
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Trust in training - refined over centuries to prepare us for the unpredictable.
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Trust in each other - the deepest level of all. Knowing that your opposite number would do their job and look after you, just as you would them.
That three-dimensional trust was the glue that held everything together, especially in moments when lives depended on it.
In the business world, those same layers of trust still apply:
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We trust our systems and processes to support us.
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We trust our organisation to act with integrity and fairness.
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And we trust our colleagues and leaders to deliver on their word.
But when that trust isn’t consistent, when actions don’t match intentions, or words don’t align with deeds, the entire foundation begins to crumble.
Why?
Trust is not soft it’s structural.
Teams that operate on trust move faster, make better decisions, and communicate more openly. They innovate without fear and execute without second-guessing motives.
Conversely, low-trust environments breed hesitation, defensiveness and bureaucracy. People protect themselves instead of supporting each other. Creativity gives way to caution, and collaboration becomes compliance.
At an organisational level, trust defines culture. It’s the difference between an environment that empowers people and one that exhausts them.
How?
Building trust isn’t about slogans on posters. It’s about consistent behaviour. Here are three anchors:
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Competence - People trust you when they believe you can deliver. Leaders must demonstrate skill and reliability, not perfection, but professionalism.
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Character - Integrity under pressure counts more than promises under calm. Say what you mean, mean what you say, and follow through especially when no one’s watching.
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Care - Genuine concern for others’ wellbeing builds the human connection that cements loyalty. Teams that feel valued will always go the extra mile.
And when trust is broken?
Repair it openly. Acknowledge the issue, take responsibility, and act visibly to rebuild confidence. Silence or avoidance deepens the cracks.
In Summary
Whether beneath the waves or within the boardroom, trust is the ultimate force multiplier.
In the Navy, it kept us alive.
In organisations, it keeps teams aligned and moving forward.
Leaders who prioritise trust don’t just build stronger teams, they create cultures capable of thriving under pressure not just surviving it.
Because when trust is present, people don’t just do their jobs...
...they look out for each other!
Have a great week!
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