In an age where corporate scandals erupt overnight and teams span continents and cultures, there’s one word that has quietly taken center stage in defining effective leadership: trust.
That’s not just an opinion. It’s the core finding of an influential academic review by researchers Shradha Padhi and Dr. Sumita Mishra of KIIT University.
Forget the old-school image of leaders barking orders and controlling outcomes through authority. That model is fading fast. Instead, today’s most effective leaders are those who lead by influence, not command – those who inspire, empower, and connect. And at the very heart of this new paradigm? Trust.
The study of Padhi and Mishra is published in the Asian Journal of Research in Social Sciences and Humanities, and explores how trust functions not as a soft, fuzzy ideal – but as a measurable, powerful force that drives performance, cooperation, and long-term success.
Bust a myth: Trust is more than a feeling
Let’s start by busting a myth: trust isn’t just about being liked. It’s a strategic asset.
In fact, the study shows that organizations with high trust levels see stronger teamwork, better communication, and higher employee performance. Leaders who are seen as trustworthy gain what the authors call a “network of positive relationships” that acts as social capital—fueling motivation, reducing friction, and increasing innovation.
But here’s the kicker: trust isn’t built overnight, and it’s not one-size-fits-all. It’s both cognitive (based on competence and consistency) and affective (based on empathy and connection). Both matter.
Trust is the new KPI (Key Performance Indicator)
Padhi and Mishra argue that trust should be measured and included in leadership evaluations and team performance appraisals. That’s a radical – and necessary – shift.
Why? Because without trust, people won’t speak up, share ideas, or collaborate meaningfully. Teams start protecting themselves rather than contributing, and that saps innovation and slows everything down.
If you’re a leader today, your success likely depends on influencing people you don’t control – stakeholders, remote teams, partners, even customers. That’s only possible when they trust you.
How to build brust into Leadership (and Life 🌱 )
So how do you do it? Here are four takeaways inspired by the research – and aligned with our mission at Leadwithtrust.net:
- Lead with integrity: Be consistent, transparent, and accountable. People trust what they can predict.
- Listen deeply: Empathy builds affective trust. Show you understand – and care.
- Communicate ethically: Avoid spin and manipulation. Ethical communication fosters credibility.
- Make trust a culture: Build structures and incentives that reward trust-building behavior, not just results.
In fact, the study suggests that trust-building should be treated like a process, just like project management or sales. It needs intentional design, investment, and leadership.
Why we must implement trust everywhere
Trust isn’t just for the C-suite. It must be infused at every level of the organization – from boardrooms to Zoom calls.
Why? Because trust is what turns uncertainty into alignment, and teams into movements.
On Leadwithtrust.net, our mission is to help you embed trust in the DNA of leadership – not just as a virtue, but as a competitive edge.
So whether you’re a CEO, team leader, entrepreneur, or changemaker, now’s the time to ask yourself: What are you doing to lead with trust?