DWYSYWD: The Most Underrated Leadership Principle

So, everyone is still buzzing about that Coldplay concert from last week. The lights, the music, the energy – the Jumbotron. I’m sure it was incredible. But while that experience might have been unforgettable, I want to talk about something that creates lasting impact in a different arena: trust.

Trust is what makes high-performing teams not just possible, but sustainable. I’ve said before that communication is the base of culture, how we talk to each other, how we handle challenges, how feedback flows. But if communication is the base, then trust is one of the main pillars holding everything up.

Without trust, even the clearest communication can fall flat. People second-guess what they hear. They hesitate to speak up. They make up their own stories and hold back their ideas and energy. But when trust exists? Teams move faster, feedback flows more freely, and people feel safe enough to take smart risks, which is exactly where innovation and high-performance thrive.

Here's what most leaders get wrong: building trust isn’t a one-time moment. It’s not a motivational speech or a team-building offsite with fall and catch exercises. It’s made up of small, consistent actions repeated over time. It’s taking the time to build the relationships which empower trust.

For leaders, that means having credibility. Credibility isn’t just about your title or resume; it’s about being honest, owning mistakes, and doing what you say you will do. DWYSYWD. It’s not the flashiest leadership principle, but it might be the most important one.

Trust is built when people see that your words and actions match. It’s built in the quiet moments when you admit you don’t have all the answers. It’s built when you follow through on that check-in, give credit publicly, or back someone up when it counts.

If you want a high-performance culture, the kind that grows people, attracts top talent, and delivers real results, trust can’t be optional. It has to be intentional.

And while trust is built slowly, it can be broken in an instant. As a leader, one moment of carelessness, a broken promise, a dismissive comment, or a failure to show up, can undo months or even years of credibility. Just like a certain moment at that Coldplay concert that people aren’t just talking about for the music, one lapse can leave a lasting impression. Rebuilding that trust takes time, consistency, and humility.

That’s why I believe trust is leadership’s quiet superpower. It may not be as flashy as a light show, but it’s what creates the kind of culture people want to be part of long after the moment has passed.

More to come…