As a leader, achieving results hinges on gaining your team’s trust. Some people gain trust over a period of time. However, you may not always have time as a commodity, especially when you’re seconded into a role or tasked with spearheading a time-limited project. The commitment you show and the length of time you devote to your role can significantly influence your team.

Elements of Trust

According to a study by Covey and Merrill (2006) in “The Speed of Trust,” the main elements of trust are integrity, intent, capabilities, and results. Leaders need to exhibit honesty and alignment of actions with words (integrity), have a positive and transparent agenda (intent), prove their abilities and skills (capabilities), and demonstrate positive outcomes (results).

Psychological safety, a term popularized by Harvard professor Amy Edmondson, is another important factor in trust-building. Leaders who foster a culture of psychological safety, where team members feel safe to take risks and voice their opinions without fear of punishment, are more likely to earn their team’s trust.

Lastly, research in neuro leadership by David Rock’s SCARF model (2008) underscores the importance of status, certainty, autonomy, relatedness, and fairness in influencing trust in leadership. Ensuring fairness, promoting a sense of belonging (relatedness), respecting individual autonomy, providing certainty, and acknowledging the status of each team member can considerably boost a leader’s trustworthiness.

Neuroscience of Trust

The neuroscience of trust is a fascinating field that explores how our brains respond to trust and breaches of trust. Trust is reciprocal in nature; when we trust others, our brains release oxytocin, a hormone that encourages bonding and cooperation. This reciprocal trust is a fundamental aspect of successful leadership, fostering a sense of unity and collaboration within teams.

However, breaches of trust can have significant neurological impacts. When trust is broken, our brains release cortisol, a stress hormone. This can lead to feelings of anxiety and fear, damaging team dynamics and productivity. As a leader, it’s crucial to understand the neuroscience of trust, ensuring that your actions foster trust rather than erode it. You can see how you approach your commitment, which can make or break the trust of your team.

Limited Timing can be Perceived as a Lack of Commitment

After the retirement of a respected and long-serving senior leader, his new bright-eyed replacement, newly selected for the position, visited the team.  The arrival of the thirty-something female whose career had been fast-paced and widely reported was met with eager anticipation.  Not only was she completely different from the outgoing leader, she had a liveliness about her, which, together with her highly acclaimed reputation, gave off an air of professional brilliance.

Upon her arrival, her new team were excited, hopeful and welcoming.   But the buoyant mood didn’t last. Within an hour, the atmosphere had changed considerably.  In her opening speech, the new leader announced what she hoped to achieve in her time with the team.  In the same breath, she told them she intended to stay for two years, by which time she would be moving on.

The Team’s Optimism Was Crushed

In the new leader’s mind, she was being upfront and honest with them.  In their eyes, she was planning her exit even before she had opened the entrance door. It showed she lacked commitment. The deciding factor for her followers was that the two-year term suited the requirements of the broader organisation. They concluded it had nothing to do with the leadership task at hand.

Whether you are committed or not may not be in question at all for you as a leader.  The question and the doubt raised by longevity in terms of your leadership might be more of an issue for your followers.

Followers Welcome Consistency

In this fast-paced world, corporate and team leaders come and go.    Founder leaders of established companies are more likely to stay and give their followers welcome consistency.  There are many stories where founders have exited their leadership roles and their “dream” by selling out and moving on. Only to find the business fails or falters within years, if not months, of their leaving.  Given the rate of change in the business world and as our goals and dreams change, what role does commitment play in our credibility as a leader?

Whether you are trusted as a committed leader depends on many factors. As a leader, you must fully understand the commitment’s depth, length and purpose.  Additionally, it would be best if you were straightforward about the possibility of your leadership term being terminated early and the circumstances in which you might choose to leave before time.  Crucially, in the beginning, middle and end of your leadership term, you plan, communicate and position your intentions.

Principles of Commitment

As a leader, several principles are relevant in communicating and positioning your commitment in different circumstances.   Commitment is a crucial aspect of your leadership role. It gives your followers the certainty they need to be able to develop a relationship with you and grow in trust.  It would be best if you positioned your particular leadership commitment so that you can manage expectations.

1. Be Clear on Your Leadership Outcomes

When you are appointed to tackle a specific leadership challenge, it is crucial to establish clarity about your desired outcomes. This involves setting clear goals and objectives aligning with the task. It’s not just about accepting the challenge but also about being prepared to see it through to the end. This commitment to completion is a key aspect of leadership, demonstrating your dedication and resilience to your team.

2. Task-Specific Leadership

When appointed for a specific task, you must identify the particular phase or part of the task you will lead. This involves gauging the duration of your involvement and pinpointing the exact outcomes for which you will be accountable. Doing so ensures that your leadership is targeted and effective, fostering a sense of trust and reliability within your team.

3. Commitment During Uncertain Tenure

In situations where your reappointment is uncertain, it’s vital to remain dedicated to the company’s vision, values, and mission. Regardless of its length, your leadership outcomes should be clear and well-defined during your term. Even amid uncertainty, this commitment to the company’s ethos is a testament to your dedication and integrity as a leader. If you stake the claim to the vision as a team effort, this will help your team advocate the continuation of the vision no matter who exits and enters the team.

4. Founder’s Dedication

As a founder, your dedication should be rooted in your values and vision. It would help if you pledged to do everything within your power to establish a sustainable plan for the future, even after your departure. This commitment to long-term success, rooted in your personal vision, demonstrates your leadership and dedication to the organisation’s future.

5. Commitment to Followers

A crucial aspect of leadership is your commitment to your followers. This involves promising to do your best for them during your tenure. Whether supporting their professional growth or ensuring their wellbeing, this commitment fosters a sense of trust and loyalty among your team members.

6. Unwavering Dedication

Regardless of the duration of your term as a leader, it’s essential to commit to doing your absolute best. This unwavering dedication, irrespective of the circumstances, is a testament to your resilience and commitment as a leader. It sends a strong message to your team about your dedication and reliability, fostering a sense of trust and respect.

Your Followers Will Sense Your Level of Commitment

In retrospect, the new leader could have positioned her commitment to two years with a clear vision of her legacy. Then, she set out what she could do for her followers.

If you lead your team, you must position your commitment.  If you doubt your commitment to any role, no matter how long it is, then your followers will pick this up.  What is true for everyone, whether in a leadership role or not, is if you doubt your propensity to stay the course, then simply commit yourself for a day at a time.  In that way, you will retain your focus like those around you.

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