{"id":7654,"date":"2025-04-28T13:28:34","date_gmt":"2025-04-28T11:28:34","guid":{"rendered":"https:\/\/www.shefferd.com\/non-categorise\/trust-management-a-learnable-skill\/"},"modified":"2026-01-27T11:33:37","modified_gmt":"2026-01-27T10:33:37","slug":"trust-management-a-learnable-skill","status":"publish","type":"post","link":"https:\/\/www.shefferd.com\/en\/leadership-management\/trust-management-a-learnable-skill\/","title":{"rendered":"Trust Management: A Learnable Skill"},"content":{"rendered":"<p><a href=\"https:\/\/www.shefferd.com\/wp-content\/uploads\/2025\/04\/Capture-decran-2025-04-29-a-08.57.24.png\"><img fetchpriority=\"high\" decoding=\"async\" class=\" wp-image-5309 aligncenter\" src=\"https:\/\/www.shefferd.com\/wp-content\/uploads\/2025\/04\/Capture-decran-2025-04-29-a-08.57.24-300x107.png\" alt=\"\" width=\"911\" height=\"325\" \/><\/a><\/p>\n<p style=\"text-align: justify\"><span style=\"font-weight: 400\">In our fields, adaptability, creativity, and execution speed are key skills. But none of these strengths can fully express themselves without a climate of trust. Trust is not guaranteed\u2014it&#8217;s built and nurtured through specific levers, and protected on a daily basis.<\/span><\/p>\n<p style=\"text-align: justify\"><span style=\"font-weight: 400\">And for decision-makers, <\/span><b>often confronted with the inherent loneliness of their role<\/b><span style=\"font-weight: 400\">, this climate of trust becomes also an <\/span><b>invisible, yet powerful antidote.<\/b><span style=\"font-weight: 400\"> Because deciding often means bearing alone the weight of strategic choices, arbitrating in uncertainty, without always being able to share everything. In this context, trust plays a dual role: it supports teams, but it <\/span><b>also sustains leaders<\/b><span style=\"font-weight: 400\">. Being surrounded by collaborators you trust\u2014and who trust you in return\u2014eases that loneliness and makes decision-making more serene.<\/span><\/p>\n<h3 style=\"text-align: justify\"><b>Transparency and communication.<\/b><\/h3>\n<p style=\"text-align: justify\"><span style=\"font-weight: 400\">Trust begins where transparency becomes the norm. In ultra-fast, digitalized work environments where change is constant, it&#8217;s essential that collaborators have access to clear, regular, and honest information.<\/span><\/p>\n<p style=\"text-align: justify\"><span style=\"font-weight: 400\">Concretely:<\/span><\/p>\n<ul style=\"text-align: justify\">\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Dare to say when you don&#8217;t yet have all the answers. Honesty about uncertainty is more reassuring than opaque silence.<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Share business objectives, campaign results, customer feedback. Collaborators want to know where the company is heading and why.<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Establish transparency rituals: internal newsletters, weekly team check-ins, or monthly FAQs open with leadership.<\/span><\/li>\n<\/ul>\n<p style=\"text-align: justify\"><span style=\"font-weight: 400\">For example, at BlaBlaCar, monthly &#8220;All Hands&#8221; meetings are broadcast to the entire company, with key figures included, to create a direct link between teams and overall strategy.<\/span><\/p>\n<h3 style=\"text-align: justify\"><b>Autonomy and accountability.<\/b><\/h3>\n<p style=\"text-align: justify\"><span style=\"font-weight: 400\">Autonomy without accountability can lead to confusion. Accountability without autonomy becomes pressure. The real trust lever is balancing both.<\/span><\/p>\n<p style=\"text-align: justify\"><span style=\"font-weight: 400\">When projects are cross-functional (which is often the case in our fields!), micromanagement is a brake. You need to set a clear framework, then allow room for flexibility.<\/span><\/p>\n<p style=\"text-align: justify\"><span style=\"font-weight: 400\">Concretely:<\/span><\/p>\n<ul style=\"text-align: justify\">\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">State clear expectations: &#8220;here&#8217;s the desired outcome; you define the path.&#8221;<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Give collaborators the right to experiment\u2026and to fail.<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Let teams choose their tools, their organizational method, even their schedules.<\/span><\/li>\n<\/ul>\n<p style=\"text-align: justify\"><span style=\"font-weight: 400\">For example, at Alan, teams set their own quarterly OKRs (key objectives), which are then collectively validated. This develops ownership.<\/span><\/p>\n<h3 style=\"text-align: justify\"><b>A feedback culture.<\/b><\/h3>\n<p style=\"text-align: justify\"><span style=\"font-weight: 400\">When well-practiced, feedback is a powerful tool for creating psychological safety. It shows that mistakes are allowed, successes are recognized, and communication is open both ways.<\/span><\/p>\n<p style=\"text-align: justify\"><span style=\"font-weight: 400\">Concretely:<\/span><\/p>\n<ul style=\"text-align: justify\">\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Integrate feedback daily, not just during annual reviews.<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Favor &#8220;real-time&#8221; feedback\u2014specific and solution-oriented.<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Train your managers to give both constructive AND positive feedback.<\/span><\/li>\n<\/ul>\n<p style=\"text-align: justify\"><span style=\"font-weight: 400\">For example, at Welcome to the Jungle, regular &#8220;appreciation sessions&#8221; are organized where each team member shares what they valued in their colleagues.<\/span><\/p>\n<h3 style=\"text-align: justify\"><b>Changing rules and mindsets.<\/b><\/h3>\n<p style=\"text-align: justify\"><span style=\"font-weight: 400\">Building trust also means questioning existing processes. Do you really need X levels of hierarchical approval? Are meetings always necessary? Must people work on-site to &#8220;show they&#8217;re working&#8221;?<\/span><\/p>\n<p style=\"text-align: justify\"><span style=\"font-weight: 400\">Outdated processes fuel distrust. Trust requires modernizing operating methods and revising certain management beliefs.<\/span><\/p>\n<p style=\"text-align: justify\"><span style=\"font-weight: 400\">Concretely:<\/span><\/p>\n<ul style=\"text-align: justify\">\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Experiment with approaches like &#8220;reverse mentoring&#8221; to break down symbolic hierarchies.<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Automate unnecessary reporting to free up time for analysis and strategy.<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Open decision-making committees to other profiles\u2014younger or more operational ones.<\/span><\/li>\n<\/ul>\n<p style=\"text-align: justify\"><span style=\"font-weight: 400\">For example, at Artefact, strategic decisions are regularly co-created with operational teams through collaborative workshops.<\/span><\/p>\n<p style=\"text-align: justify\"><span style=\"font-weight: 400\">Building trust within your teams is a <\/span><b>concrete management strategy<\/b><span style=\"font-weight: 400\">, implemented through visible, structural actions aligned with your industry&#8217;s talent expectations, to unlock your collaborators&#8217; full potential. But it&#8217;s also <\/span><b>silent support<\/b><span style=\"font-weight: 400\"> for those who lead. In an sometimes uncertain work world, trust is that <\/span><b>quiet strength<\/b><span style=\"font-weight: 400\"> which allows us to navigate doubt, strengthen bonds, and unleash the full potential of both collaborators\u2026and decision-makers.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>In our fields, adaptability, creativity, and execution speed are key skills. But none of these strengths can fully express themselves without a climate of trust. Trust is not guaranteed\u2014it&#8217;s built and nurtured through specific levers, and protected on a daily basis. And for decision-makers, often confronted with the inherent loneliness of their role, this climate [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":7006,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[112],"tags":[],"class_list":["post-7654","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-leadership-management"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.5 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Trust Management: A Learnable Skill - shefferd<\/title>\n<meta name=\"description\" content=\"La confiance n\u2019est pas un acquis : elle se construit et se nourrit \u00e0 travers des leviers, et se prot\u00e8ge au quotidien.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.shefferd.com\/en\/leadership-management\/trust-management-a-learnable-skill\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Trust Management: A Learnable Skill - shefferd\" \/>\n<meta property=\"og:description\" content=\"La confiance n\u2019est pas un acquis : elle se construit et se nourrit \u00e0 travers des leviers, et se prot\u00e8ge au quotidien.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.shefferd.com\/en\/leadership-management\/trust-management-a-learnable-skill\/\" \/>\n<meta property=\"og:site_name\" content=\"shefferd\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/ShefferdTalentHouse\/\" \/>\n<meta property=\"article:published_time\" content=\"2025-04-28T11:28:34+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2026-01-27T10:33:37+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.shefferd.com\/wp-content\/uploads\/Capture-decran-2025-04-29-a-08.57.40-e1745910256666.png\" \/>\n\t<meta property=\"og:image:width\" content=\"200\" \/>\n\t<meta property=\"og:image:height\" content=\"200\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/png\" \/>\n<meta name=\"author\" content=\"Manon Mercier\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Manon Mercier\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"3 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/www.shefferd.com\\\/en\\\/leadership-management\\\/trust-management-a-learnable-skill\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/www.shefferd.com\\\/en\\\/leadership-management\\\/trust-management-a-learnable-skill\\\/\"},\"author\":{\"name\":\"Manon Mercier\",\"@id\":\"https:\\\/\\\/www.shefferd.com\\\/en\\\/#\\\/schema\\\/person\\\/120a0374bbfc8027ae744b1dab6e6dd5\"},\"headline\":\"Trust Management: A Learnable Skill\",\"datePublished\":\"2025-04-28T11:28:34+00:00\",\"dateModified\":\"2026-01-27T10:33:37+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/www.shefferd.com\\\/en\\\/leadership-management\\\/trust-management-a-learnable-skill\\\/\"},\"wordCount\":585,\"publisher\":{\"@id\":\"https:\\\/\\\/www.shefferd.com\\\/en\\\/#organization\"},\"image\":{\"@id\":\"https:\\\/\\\/www.shefferd.com\\\/en\\\/leadership-management\\\/trust-management-a-learnable-skill\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/www.shefferd.com\\\/wp-content\\\/uploads\\\/Capture-decran-2025-04-29-a-08.57.40-e1745910256666.png\",\"articleSection\":[\"Leadership &amp; 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