Competency Strengthens Trust
Cathie Leimbach • July 26, 2022
“People have confidence in those who stay fresh, relevant, and capable,” says David Horsager. When one is seen as competent, others are much more willing to delegate work without micromanaging.
Tony Robbins, who is known for encouraging people to develop their potential – to become their best, emphasizes that being competent isn’t all that matters. Others must view us as competent before they will trust us. It is up to us to demonstrate our competence. He shares several ways that we can demonstrate competence.
- Don’t be modest. Don’t be arrogant either. However, it is important to speak up about your strengths, volunteer for opportunities to demonstrate your knowledge and skills.
- Have an opinion. When a colleague asks for you ideas, share them. Never say that you don’t have anything valuable to say, that they should consult others instead of you, or that you don’t care about the matter at hand.
- Ask for advice. When you show that you aren’t a know-it-all, you are open to gathering information from others, and you have a collaborative mindset, others will appreciate you more. This increases their willingness to collaborate with you, giving you opportunities to demonstrate your competence.
- Be honest. Tell the truth, even if you think others may not like it. If others ask you to work in area in which you don’t have competence, let them know it is one of your weak areas.
- Demonstrate confidence. When you are competent, show your competence and confidence by speaking clearly, using a positive, assured voice, and displaying strong body language.
When you are competent, take advantage of opportunities to demonstrate it. This will strengthen the trust between you and your colleagues.
In today’s fast-paced world, it’s easy to get caught up in schedules, screens, and endless to-do lists. But what people really crave is something deeper—true human connection. Dr. Paul White, who studies workplace relationships, reminds us that appreciation and connection are not just “nice to have”—they are essential for our well-being. And researcher Brené Brown shows that real connection comes from vulnerability, where people feel safe, seen and valued. Without this kind of connection, many struggle with loneliness, anxiety, or even depression. On the other hand, when we feel truly connected, we’re happier, more engaged, more resilient, and more productive. So how can we build better connections? Start small. Proactively reach out for a live conversation instead of only sending a quick text or email. Take time to connect with peers at work or in your community. Ask others to share something personal about themselves, and share something personal about your life. These simple actions can create moments of trust and belonging. And in a world that can sometimes feel disconnected, these moments are not just valuable—they are vital. Join Us! We invite you to explore this topic further at our upcoming virtual event: Managing Performance in Today’s Workforce. Learn practical strategies to strengthen workplace connection and performance. View event details here.
What separates thriving companies from struggling ones? 🤔 Professor Lynda Gratton from London Business School spent decades studying this exact question. Her findings will change how you think about leadership. Here's what she discovered: Organizations that invest in developing collaborative leaders consistently outperform their competitors. Not by a little—by a lot. Through her groundbreaking study of 21 global companies and 200+ executives, Gratton identified the three game-changing elements: ✅ Cooperative culture - Moving from "me vs. you" to "we together" ✅ Rich networks - Breaking down silos so ideas flow freely ✅ Shared purpose - Giving work meaning beyond the paycheck The results speak for themselves: → Better innovation → Higher employee engagement → Stronger financial performance Companies that train managers to be collaborative leaders (not just bosses) create environments where teams actually want to work together. My takeaway? Leadership development isn't a "nice to have"—it's your competitive advantage. When leaders learn to cooperate and inspire others, entire organizations transform. What's your experience with collaborative leadership? Have you seen this play out in your organization? Want to dive deeper? View Three Pillars of Success which breaks down how to produce measurable results in innovation, efficiency, and engagement.