Trust Isn’t a Feeling—It’s a System

We throw the word trust around a lot at work. Trust your team. Trust the process. Build trust. But when it comes down to it, very few organizations treat trust like what it actually is: a critical, strategic system.

Instead, we often treat trust as something we hope will just happen. But it doesn’t. And the cost of that mindset is high.

According to Harvard Business Review, 58 percent of employees say they trust a stranger more than their own boss. And 61 percent say low trust is directly affecting their ability to get things done. Let that sink in. More than half of our people are operating in environments where trust isn’t just fragile—it’s broken.

The good news? Trust isn’t magic. It’s buildable. And like anything that matters, it gets stronger when we treat it like a system—something we define, practice, and reinforce consistently.

While defining trust and measuring it are critical starting points, what truly brings trust to life is how it’s practiced day to day, modeled by leaders, and repaired when things go off track. Here are three practical ways to operationalize trust in your organization, no matter your size, structure, or industry:

1. Build Trust Into Your Daily Rhythms

You don’t need a separate initiative to build trust. You just need to embed it into what’s already happening. Here’s how:

• Start meetings with quick check-ins to humanize the room.

• Give feedback in real time, not just during annual reviews.

• Set clear expectations and follow up—consistently.

• Celebrate follow-through, not just big wins.

When trust is baked into your regular routines, it becomes part of the culture, not a once-a-year conversation.

2. Train Leaders to Model Trust-Building Behaviors

Trust rises and falls with leadership. If managers aren’t modeling trust, it’s unlikely their teams will either. Offer training that goes beyond theory. Help leaders practice:

• How to repair trust when it’s been broken

• How to admit mistakes without losing authority

• How to give feedback that’s honest and kind

• How to stay consistent under pressure

Leadership is where trust gets tested. Equip people for those moments, not just the easy ones.

3. Address Breakdowns Openly and Early

Trust doesn’t require perfection. But it does require accountability. One of the fastest ways to erode trust is to ignore when it breaks down. Create norms around repair:

• If a deadline is missed, talk about it.

• If communication breaks down, reset expectations.

• If trust is lost, name it—and decide together how to rebuild it.

The healthiest teams aren’t the ones that avoid conflict. They’re the ones that know how to work through it with honesty and care.

Trust is not a side project—it’s the system holding everything else up. It’s what allows people to take risks, speak up, stay engaged, and do their best work.

So, if you want a culture that works, build one where trust works. Define it. Measure it. Practice it. Repair it. And most importantly, lead with it.

It won’t always be easy. But it will always be worth it.

If your organization is navigating trust challenges—or simply wants to build a more intentional foundation—the Vitale & Company team would be honored to support you. We partner with leaders to define what trust looks like in action, create behavior-based systems to sustain it, and build cultures where people can do their best work. Feel free to reach out if you’re curious or just want to start the conversation. Sometimes, all it takes is naming the trust gap to begin closing it.

If you’re looking to go deeper, here are a few helpful resources:

• Edelman Trust Barometer (2024)

• The Neuroscience of Trust – Harvard Business Review

• How to Measure Psychological Safety on Your Team – Harvard Business Review

• Building a Culture of Trust – ATD

For a deeper dive, join me at the ATD25 International Conference & EXPO for the session: Trust Catalyst: Formula for Creating a Culture of Psychological Safety.