Me and Others – Creating a Culture of Trust

Welcome to the April edition of Positive Leadership & You, part of our quarterly theme: “Managing Your Energy and Building Trust for a Shared Sustainable Future.” This month, we shift our focus to the “Me and Others” dimension—building trust within teams and organizations. 

Building a Culture of Trust 

Trust is not a soft skill—it’s a strategic asset. In our conversation, Stephen M. R. Covey , author of The Speed of Trust, shared how trust is the foundation of any successful organization. He reminded us that: 

As leaders, we cannot build lasting trust without both. Demonstrating integrity, delivering on our promises, and showing respect are just as critical as being effective and reliable. 

Covey also emphasizes that trust accelerates everything: when trust is high, speed increases and costs decrease. This is not only true in business but in every relationship we lead. 

The Power of Transparency and Listening 

Indra Nooyi , former CEO of PepsiCo , speaks openly about how transparency and authentic communication helped her build enduring relationships inside and outside the organization. One of the most powerful leadership gestures, she said, is simply listening—truly listening—with empathy and without interruption. 

This level of openness doesn’t just build loyalty—it transforms how teams function. People thrive when they feel heard, valued, and respected. 

Leading with Psychological Safety 

In our episode with Amy Edmondson , a pioneer in the field of psychological safety, we explored why it’s critical to create a space where people can speak up without fear of judgment or punishment. When people feel safe to express doubts, raise concerns, or admit mistakes, learning and collaboration flourish. Amy emphasizes that psychological safety doesn’t mean being soft—it means being clear about expectations while remaining open to voices across the organization. She encourages leaders to model curiosity, actively invite input, and respond with appreciation rather than blame—especially when things go wrong. This sets the tone for a learning culture where trust grows through openness and shared responsibility.

When Leaders Guide Others Towards Greatness 

Douglas Conant, former CEO of Campbell Soup, taught us that leaders must be relentless about results—and equally committed to people. In his words: 

“To win in the marketplace, you must first win in the workplace.” 

That means building trust through consistent action: honoring commitments, giving recognition, and guiding others to be their best selves. 

Learning From Mistakes—and Owning Them 

Jeff Raikes , former EVP at Microsoft and former CEO of the Bill & Melinda Gates Foundation , shared a simple truth that stuck with me: trust grows when managers encourage learning from mistakes, not hiding them. He recalled pivotal moments at Microsoft and later at the Foundation when people were free to examine failures without fear, and he even recounted a courageous early career conversation with Bill Gates after a painful product recall. That kind of honesty doesn’t weaken trust—it deepens it. 

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Cultivating Trust One Conversation at a Time 

In her latest book You're the Boss, executive coach Sabina Nawaz reminds us that trust isn’t built in grand gestures—it’s built in the micro-moments: the daily one-on-one check-ins, the space we create for feedback, and the tone we set during difficult conversations. She offers a simple but powerful invitation: let go of control to make space for trust.

Sabina also sheds light on the “power gaps” that often emerge between leaders and their teams—gaps in information, confidence, or perceived authority that can hinder open dialogue. Trust is built when leaders actively close these gaps: by listening more than speaking, sharing context transparently, and creating space for others to contribute. These everyday choices gradually replace fear with ownership and silence with contribution.

Her work challenges leaders to shift from being the hero of the story to becoming the guide—someone who empowers others to lead, grow, and thrive. She explains that you’re not just building a team; you’re building trust in action.

In the spirit of Positive Leadership, this means creating a climate where people feel safe to speak up, take ownership, and learn—even from failure.

My Own Practice: Trust Through Presence 

In my own leadership journey—at Microsoft and today with Live for Good —I’ve learned that trust is often built in the small moments. 

For me, it’s about being present: during a conversation, during a team meeting, a community event, even in a quick check-in. 

I make it a point to slow down and really tune in. I ask myself: Am I truly listening? Am I making it safe for the other person to share what matters? 

When people feel seen and safe, trust grows—naturally, sustainably. 

As you lead your teams this month, I encourage you to reflect: 

• How do you demonstrate trust through your actions and presence? 

• What signals do you send that show others they are valued—and safe? 

• How do you respond when things go wrong? 

Let’s keep the conversation going. I’d love to hear how you’re building trust in your organization. 

Because trust isn’t a destination—it’s a daily practice. And the more we cultivate it, the more resilient, innovative, and human our teams become. 

Wishing you a connected and trust-filled month ahead,

Jean-Philippe Courtois