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When Captain Asimov took command of the USS Benfield, he inherited one of the worst-performing ships in the US Navy. The vessel had an abysmal safety record, rock-bottom morale, and a mere 8% re-enlistment rate. Rather than doubling down on strict discipline, Captain Asimov recognized a fundamental truth: he could give orders, but he "can't order excellence."

True excellence, he understood, would have to come from his crew's commitment, creativity, and sense of ownership. So he flipped the script. Instead of wielding his rank to dictate every decision, he set out to earn his crew's trust and unleash their ideas.

As the formal authority on the ship, he could have continued the tradition of barking orders and enforcing discipline. Instead, this young captain chose a different approach: leading by empowering others. He met individually with all 310 sailors, asking each:

"What's going well? What's frustrating? If you could change one thing here (besides the captain!), what would it be?"

He listened—truly listened—and began implementing changes based on their feedback.

Captain Asimov also noticed the stark hierarchy in the cafeteria, where officers could skip the line and sat separately from the crew. One day, he simply stood in line alongside everyone else. When officers reminded him of his privilege to cut ahead, he declined and waited his turn. Then he sat with the crew members.

He never issued an order about this practice—he led by example, inspiring action rather than commanding compliance. Soon, all the officers were waiting in line and sitting with the crew, breaking down the divisive privilege system.

The results were astounding. In just 12 months, the USS Benfield transformed from near the bottom to the best ship in the Navy. Captain Asimov had no additional authority compared to his predecessor, but by shifting power to his people, he unlocked their potential and revolutionized the ship's performance.

His story proves that leadership isn't about a title or wielding authority; it's about empowering others and building trust.

🫂 Why Trust Matters More Than Ever

Have you ever noticed how smooth everything feels when you trust the people around you? Ideas flow. Projects move forward. Conflict becomes fuel, not friction.

Now flip that. In low-trust environments, every decision feels like pulling teeth. You second-guess each other. Progress grinds to a halt. Stress spikes.

In times of uncertainty, trust isn't just nice—it's essential. It allows us to shift our focus from internal drama to external challenges. It creates the conditions for people to speak honestly, challenge each other respectfully, and create something new together.

Want to lead well in complex times? Want to be a changemaker?

Build trust. Because trust is currency for action.

🧠 The Brain on Trust (or Lack of It)

Let's get nerdy for a second.

When trust is high, the prefrontal cortex—the part of your brain that handles logic, strategy, and big-picture thinking—stays active. When trust is low, the amygdala and limbic system take over. That's your fight-flight-freeze zone.

You know that moment in a tense meeting when everyone goes quiet or gets defensive? That's limbic hijack. And it shuts down collaboration.

Trust acts as a biological buffer. It calms the nervous system, keeps the thinking brain online, and makes room for creativity and problem-solving.

If you want smart decisions, resilient teams, and real change—you need trust in the room.

🧰 5 Small Actions That Build Big Trust

1. Deep Listening

The highest level of honoring another person is to be fully present when talking with them. Listen to understand, not to respond. When people feel heard, they become ready to listen.

Try this: Next time you speak with someone you want to build trust with, put your phone face down and give them your full attention. Focus on them, not on what you want to say next.

2. Be Real, Not Perfect

People don't trust perfection. They trust realness.

Be honest about what you know—and what you don't. Admit your mistakes. Share your doubts. Talk about your moments of failure and struggle.

Try this: Take a leap of faith and share a vulnerable moment or a story of struggle with your team. Lead by example and watch how the space transforms as you demonstrate trust through your own vulnerability.

3. Do What You Say You'll Do

Sounds simple. It's not.

Consistency builds reliability. Reliability builds trust.

Try this: Make one small promise today—and keep it. Follow up. Even if it's just "I'll send that link after this call."

4. Assume Positive Intent

When someone drops the ball or says something awkward, resist the urge to assume the worst. Curiosity beats judgment every time.

Try this: Instead of reacting defensively, say, "That surprised me—can you tell me more?" It can flip the entire dynamic from defense to curiosity.

📌 BONUS: One-on-one conversations are trust accelerators. Here's how to plan and lead 1:1s for trust and transformation.

💥 Action Challenge

Pick ONE of the trust-building habits above and practice it this week.
Then reflect:

• What did you try?

• What happened?

• What would you do differently next time?

Hit reply and tell us. We’d love to feature your insight in the next issue.

🎁 Additional Resources

📚 Books:

• "The Thin Book of Trust: An Essential Primer for Building Trust at Work" by Charles Feltman

  This concise guide offers practical insights into establishing and maintaining trust within professional settings, emphasizing clarity and reliability.

• "The 10 Laws of Trust: Building the Bonds That Make a Business Great" by Joel Peterson

  Peterson outlines fundamental principles for cultivating trust in business environments, drawing from real-world examples to illustrate each law's application.

🎥 TED Talks:

• "How to Build (and Rebuild) Trust" by Frances Frei

  Harvard Business School professor Frances Frei discusses the components of trust and offers strategies for restoring it when compromised.

• "How Leaders Win and Lose the Transformative Power of Trust" by Matthew Anderson

  Anderson explores the pivotal role trust plays in leadership and provides insights into how leaders can cultivate and maintain it.

📑 Articles:

• "The Neuroscience of Trust" by Paul J. Zak

  This Harvard Business Review article delves into how trust influences organizational performance and the biological mechanisms behind it.

• "Why Leadership Trust Is Critical, Especially in Times of Change" by the Center for Creative Leadership

  The article emphasizes the importance of trust during organizational transitions and offers strategies for leaders to build and maintain it.

The Contagious Power of Trust

In uncertain times, many people grip tighter. They hoard control, stay silent, and retreat into self-protection.

But Changemakers like you? You do the opposite.

You lean in. You open up. You choose trust—not because it's easy, but because it works. Because it builds the kind of teams, communities, and futures that can weather any storm.

And here's the beautiful part: Trust is contagious. One act can ripple across an entire room.

So, go ahead—lead with trust.

It might be the most radical, powerful thing you do this week.

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