Trust Equation for Leading Remote Teams
  • Full Recording

    • Post-Sharing Multimedia are available to regular member only.
    • Request invitation code on Member directory to register.
    • If already a member login below.
  • Tags

    blended learning DEI diversity & inclusion engagement & culture erg-brg dei groups humane leadership hybrid learning hybrid workplace leadership development learning design people strategy psychological safety strategic alignment talent development trust
  • Session Focus: When we think of trust and what it means, we quickly realize it encompasses many things. In leading remote teams, Trust can be more difficult to get correct.

    What we will explore together:

    Elements of Trust: INTIMACY


    We use the word “trust” to:

    • Interpret what people say
    • Describe behaviors
    • Decide if we feel comfortable sharing information
    • Indicate whether we feel other people have our interests at heart



    TRUST EQUATION for Learning Leaders

    The Trust Equation uses four objective variables to measure trustworthiness. These four variables are best described as Credibility, Reliability, Intimacy, and Self-Orientation.

    Let’s dig into each variable a bit more:

    has to do with the words we speak. In a sentence we might say, “I can trust what she says about intellectual property; she’s very credible on the subject.”

    has to do with actions. We might say, “If he says he’ll deliver the product tomorrow, I trust him, because he’s dependable.”

    refers to the safety or security that we feel when entrusting someone with something. We might say, “I can trust her with that information; she’s never violated my confidentiality before, and she would never embarrass me.”

    refers to the person’s focus. In particular, whether the person’s focus is primarily on him or herself, or on the other person. We might say, “I can’t trust him on this deal — I don’t think he cares enough about me, he’s focused on what he gets out of it.” Or more commonly, “I don’t trust him — I think he’s too concerned about how he’s appearing, so he’s not really paying attention.”
    Source: &

    ELE produces this Learning Circle: Retooling Talent Development for the New Normal.

    Scroll to Top