How to Establish Trust and Credibility in a New Organization

Stepping into a new organization means establishing trust and credibility from the get-go. We've gathered insights from six professionals, including Executive Coaches and Business Leaders to share their wisdom. From exhibiting presence and authenticity to listening intently to earn trust, these experts provide invaluable advice for making a strong, trustworthy impression.

• Exhibit Presence and Authenticity
• Act with Consistency and Congruence
• Narrate Intentions to Foster Trust
• Parent Out Loud to Build Empathy
• Apply the Golden Rule Strategically
• Listen Intently to Earn Trust

Exhibit Presence and Authenticity

Trust and credibility are paramount to success in any new organization, and can be built with a number of key skills. While communication, competence, and reliability are all important, my first piece of advice is to show up with presence and authenticity. 

Trust is built in a relational context. Presence allows us to show up and truly listen to what others are saying. In doing so, they feel heard and respected. When that presence is also part of an authentic self—so that we show up with honesty—people quickly see that they can trust us to mean what we say and be consistent over time.

Anne Welsh, Clinical Psychologist and Executive Coach, Dr. Anne Welsh

Act with Consistency and Congruence

The most important thing to remember when it comes to trust is that it's not built on words—it's built on actions. Saying one thing and then doing another, or confirming you'll do something and not doing it, or one day behaving like a saint and the next day behaving like the Incredible Hulk—actions like these will erode trust quicker than anything else. 

When building trust, two things must always be present: consistency and congruency. Consistency in your behavior, mood, and communication style, and congruency between your words and your actions. If you can master those two things, with doing what's best for your employees at the heart of your actions, you'll foster a culture of trust and credibility quickly.

Zeta Yarwood, Executive Coach, Founder and CEO, Career Success Resources

Narrate Intentions to Foster Trust

Trust can't be rushed. The best advice is to start immediately doing things to earn and demonstrate trust. And, to narrate what your intention is every time you do so. Some of the simplest tips are things like "Disclose before you ask." A simple, and often overlooked, technique is before asking someone a question. First, tell them why you're asking, or tell them how you feel about the thing you're about to ask them, then ask the question. 

That gives the person being questioned the context for your question—why you're asking—and takes the mystery, guesswork, and potential cynicism out of how your question lands. It also keeps your question from sounding like a deposition or cross-examination question. Further to that, the more open-ended your question, the more they'll feel comfortable answering with what they want to share, rather than feeling pinned down to a narrow answer. 

An example might be, "I know I hate getting work emails over the weekend, especially on Sunday nights. So, let me ask you, if I have something I want to send to you while it's in front of me, how would you prefer that I do that in a way that won't cause you any stress, or make you feel like I need an answer from you right away?" By contrast, that's way better than, "Is it OK if I send you emails over the weekend?", which, of course, is missing the context and the empathy that may (or may not) be behind the question. 

This is one very small way to start building trust, and is one of many, but thinking about the other person and how a question or comment may sound to them demonstrates that you care about them, and begins to earn you trust.

Lee Jay Berman, Principal, Leadership Consultant, and Executive Coach, Leadership Development Partners

Parent Out Loud to Build Empathy

I believe in parenting “out loud,” especially when I'm new in an organization. I didn't have enough examples of executive women ahead of me sharing their lives outside of work, instead being forced to cover their caregiving responsibilities for fear of discrimination. 

I'm determined to change that for the workplace our children will inherit, so I'm honest about the very real pressures, stories, and circumstances I face navigating work and life as a mother of three kids under 9. Because most folks are caring for someone else, there is a natural bridge we can build when we empathize about the decisions we collectively face.

Brea Starmer, CEO and Founder, Lions & Tigers

Apply the Golden Rule Strategically

This is a question that comes up so often, and I think we tend to overcomplicate it. At the heart of all the strategy books and TED Talks, the crucial core advice remains the same: "treat people like you want to be treated" (the "Golden Rule"). 

We tend to think of this as just being nice to other people, but it is far more substantive for anyone trying to build relationships of any kind. In this context, it means: keep your word, do what you say you're going to do, follow through, keep confidence, and don't say things about anyone that you wouldn't say to their face. 

Unfortunately, this is so rarely done that one can truly differentiate themselves by simply adopting this Golden Rule interpretation and mentality.

Julie Dalton, Executive Coach

Listen Intently to Earn Trust

Credibility must be demonstrated, and trust must be earned. The smartest thing any new hire can do to establish it is to listen to coworkers without judgment. The goal is to learn about the company and build relationships. Listening helps us formulate questions that invite conversation about the issues and challenges the organization faces. 

It demonstrates respect for someone else’s point of view, and when employees feel like we 'get them,' it encourages collaboration and joint problem-solving. In contrast, jumping into immediate problem-solving mode may feel efficient, but the 'know-it-all-ism' it projects can be perceived as bullying or arrogance and is ultimately counterproductive.

Hanna Hasl-Kelchner, President, Business M.O., LLC

We trust that the tips and best practices from our experts will inspire you as you embark on or continue your journey with new or existing organizations. If you're looking to supplement your teams, consider Fox Fractional Staffing Solutions to enhance your organizational capabilities.