Role of Trust in Career Progression

Ever wonder how to measure if stakeholders actually trust you? I have discovered a simple indicator hidden in plain sight: email communication patterns. After years at Amazon, I have noticed a clear progression of trust that plays out in my inbox: Stage 1: Stakeholders email your manager directly. You are merely copied, an observer rather than a participant. Stage 2: You graduate to being acknowledged. The email addresses both you and your manager equally. Stage 3: You become the primary contact. Your name comes first, but your manager remains copied. Stage 4: Complete trust achieved. Emails come directly to you, no manager involvement needed. This simple progression has been one of the most reliable indicators of relationship growth throughout my career. I share this framework with my mentees when they ask how to gauge stakeholder relationships. It provides tangible evidence beyond just "feeling" trusted. The subtle shift when someone stops including your manager signals that you have earned their complete confidence. Key insight: Trust is not just built in high-stakes meetings—it reveals itself in these everyday interactions. What other subtle signals have you noticed that indicate growing professional trust? Which stage are you experiencing with your key stakeholders right now?

You just landed your first role as a Project Manager. Now what? The first instinct is to start with tools. ✔️Learn the frameworks. ✔️Perfect your Jira board. ✔️Download the best Gantt templates. And yes, those matter but they’re not what will ultimately define your success Because the truth is, your first 90 days isn’t about proving you know how to manage a project. They’re about learning how to move with people. I’ve seen incredibly smart PMs struggle, not because they lacked ability, but because they optimized only for structure and left out building trust. I’ve also watched quiet professionals rise faster than expected simply because they understood the organization was a network, not just a workflow. The thing is one authentic relationship can shape your entire trajectory. So if you’re new to this seat, here’s the mindset shift that matters most: 📌Think in Two Directions: Up and Across. →Vertical relationships: These are leaders, mentors, and decision-makers within the organisation who can give you visibility. You don’t just need a manager. You need someone who’ll remember your name in the rooms where decisions are made. So speak their language such as business outcomes, not just project updates. Understand their priorities and align what you do to what they value. →Horizontal relationships: These are peers, engineers, designers, and customer teams that create flow. They help you build trust, collaboration, and influence beyond your job description. Together, these relationships are the hidden levers of long-term success. Not the kind of success that just checks boxes but the kind that earns credibility, opens doors, and compounds over time. Why does this matters more than roadmaps for your career It's because tools evolve, projects end and teams reorganize. But the relationships you build? They stay with you. They become the reason someone vouches for you. The reason someone listens when you pitch something bold. That trust you build when no one’s watching is what ultimately moves your career forward. So yes, learn the tools. Deliver on time. Know your craft. 📌But remember: it’s not the dashboard that opens the next door. It’s the people who trust you to lead them through what comes next. What’s one strategy that helped you earn influence beyond your job description? Share in the comments.

The most valuable currency in your career isn’t salary. It’s trust. Think about it. A salary gets you through the month. But trust gets you opportunities you can’t put a price on. I’ve seen careers accelerate not because someone was the most qualified, but because they were the most trusted. Trusted to show up. Trusted to deliver. Trusted to lead with integrity. One client got a role through a referral, not an application. Why? Because someone trusted him enough to put their reputation on the line for him. That’s when it clicked for him: “Trust is the bridge between what I’ve done and what I get to do next.” Skills open doors. Trust decides which ones stay open. Who’s the person whose trust changed the trajectory of your career? #Trust #Leadership #CareerGrowth #Relationships #ProfessionalReputation #WorkCulture

In my years working with high-performing teams, I’ve learned one thing: Growth demands trust. We all have the potential to achieve meaningful goals. But what holds us back isn’t a lack of time, resources, or skills. It’s comfort. Getting somewhere new means stepping into uncertainty. It requires us to take risks, try new things, and let go of what feels familiar. And that? It’s uncomfortable. We need trust to be able to do that. The data is clear: High-trust companies outperform their peers by 186%. They experience  ➞74% less stress,  ➞50% higher productivity,  ➞106% more energy at work. The takeaway is simple: Trust turns discomfort into progress. When trust is present, people move through uncertainty, take action faster, and push limits. This isn’t just business—it’s personal. It’s why I’ve built trust into every team I lead and every project I take on. Because without trust, people hold back. But with trust? They take risks, adapt faster, and push beyond what they thought possible. By building trust and encouraging people to lean into discomfort, we create teams that grow under pressure, solve problems faster, and grow stronger through every challenge. This is where real progress begins—with trust at the foundation.

Unpopular Opinion: It doesn't matter how many days a week you bring people back to the office if your organization lacks employee trust. I recently had a conversation with a young professional who believed that they couldn't speak up within their organization because, at one point, they were told by their manager that they didn't have enough experience to have an opinion. This type of behavior damages the individual's personal career growth, including their ability to develop the skills and experience if they don't feel like they can question their own assumptions and the assumptions of others. It also damages the overall organization's ability to succeed since it prevents people from bringing their best ideas forward and working together collaboratively and productively. Yet, in all the conversations around RTO from leaders, so much is centered around a need for more productivity and innovation. Trust is the glue that holds teams together, empowers individuals, and creates an environment where employees feel valued and supported. When employees trust their employers and colleagues, they are more likely to be engaged in their work, perform at their best, and take risks that lead to innovation. Numerous studies have highlighted the significant impact of trust on organizational success. According to a study conducted by the Harvard Business Review, companies with high levels of trust experience 74% less stress, 106% more energy at work, 50% higher productivity levels, and 76% higher engagement rates compared to low-trust organizations. So how can employers cultivate trust in the workplace? It's not by getting people to show up to the office more. Here are a few key strategies: 1️⃣ Lead by example: Trust starts at the top. Employers must demonstrate trustworthiness through their actions and decisions. When leaders consistently act with integrity, transparency, and fairness, it sets the tone for a culture of trust throughout the organization. 2️⃣ Foster open communication: Encourage open dialogue and active listening within teams. When employees feel heard and valued, they are likelier to trust their colleagues and share ideas freely. Regular team meetings, feedback sessions, and opportunities for collaboration can all contribute to building trust. 3️⃣ Provide autonomy and empowerment: Trust goes hand in hand with giving employees the autonomy to make decisions and take ownership of their work. When individuals feel trusted and empowered, they are more likely to go above and beyond, take calculated risks, and develop innovative solutions. 4️⃣ Recognize and reward trust: Acknowledge and appreciate trustworthy behavior. Recognize employees who consistently demonstrate trustworthiness and create a culture where trust is celebrated. This can be done through public recognition, rewards, or small gestures like a simple thank you. #management #leadership #returntooffice #employeeexperience #employeeengagment #trust

Early in my career, I experienced firsthand the devastating effects of a leader who eroded trust. Despite her position of authority, my manager consistently demonstrated behaviors that destroyed any sense of security or confidence in her leadership. She harbored a hidden agenda, deliberately withheld crucial information, and set me up for failure. Perhaps most painfully, she seized every opportunity to humiliate me in front of my colleagues to say the least, I was "too nice" from her perspective, so she said I would never be an HR Manager. The impact was profound. My productivity plummeted, creativity withered, and my once-enthusiastic approach to work transformed into constant anxiety. Despite my deep love for my job and loyalty to the company, the toxic environment created by this lack of trust became unbearable. Ultimately, I made the difficult decision to resign, sacrificing a position I had once cherished. This experience taught me a valuable lesson: trust is not a nice to have in leadership—it's essential. Why Trust Matters: 📈 Increases productivity 🤝 Enhances team collaboration 💡 Fosters innovation and creativity 💌 Improves employee retention 😀 Builds a positive company culture Tips to Build Trust: 📌 Be transparent: Share information openly and honestly. 💫 Follow through on commitments: Do what you say you'll do. 😢 Show vulnerability: Admit mistakes and ask for help when needed. 👂 Listen actively: Give your full attention and seek to understand. ⭐ Recognize and appreciate: Acknowledge contributions and efforts. 🎯 Delegate meaningfully: Trust your team with important tasks. 📐 Be consistent: Align your words and actions consistently. Are you actively building trust with your team? Choose one trust-building action to implement this week and watch how it transforms your leadership impact. If you've experienced the effects of low-trust leadership, share your story and how it shaped your approach to leading others. Let's learn from each other and create workplaces built on trust and mutual respect. #LeadershipTrust #CareerSuccess #TeamBuilding #EmployeeEngagement #AuthenticLeadership #WorkplaceCulture #ProfessionalGrowth

Early in my career, I was convinced talent and hard work would naturally carry me upwards. But over time, it became clear that career progression isn't purely meritocratic. It’s human. It’s nuanced. And it’s shaped by how clearly other people see your value. I learned the hard way that quietly doing great work isn’t enough. The world doesn’t automatically notice quiet contribution. Visibility matters because if people can't clearly see what you bring, they'll overlook you, no matter how smart you are. And influence isn't about loudness or bravado, it's about trust. When you're trusted, people naturally seek your insights, champion your ideas, and elevate your role. Most importantly, I discovered career success is strategic. It’s about understanding what your organisation values, aligning your work accordingly, and positioning yourself thoughtfully for what's next, not just being excellent at what's now. If you’ve been around a while, this won’t be news to you. You probably learned these lessons too, sometimes the hard way. But plenty of talented, smart, hardworking people around us haven't grasped this yet. Let's help change that. ♻️ Share this to help someone talented step forward, because careers are shaped less by talent alone and more by how thoughtfully we navigate visibility, trust, and strategic positioning. 🔔 Follow Mostyn Wilson for more insights on career success. __ Like this? Try my Atomic Ambition newsletter. Once a fortnight. Click 'View my newsletter' above to try it.

A friend was deep into final rounds for a role they really wanted. Everything lined up: resume, interviews, culture fit. Then came the curveball. One of the interviewers made a casual call to someone who had worked with them in the past. No formal reference, just a simple question: "What was it like working with them?" That two-minute call sealed the offer. Not because of technical skills. Not because of credentials. But because of how they treated people, how they handled stress, and how they showed up when it counted. The exact words? 💬 "I trusted them. I’d go to war with them." That stuck with me. Trust is still the most valuable currency in business. It beats titles, resumes, and buzzwords every time. So yes, build the skills. Know your numbers. But never forget the human part. Because the most important interview might be the one you don’t even know is happening. #Trust #Leadership #CareerGrowth #InvestmentBanking #WorkCulture #RealTalk #ReputationMatters

Throughout my career, I’ve learned that while skill and confidence can take you far, trust is what truly sets you apart. Trust is the unseen force that can make or break professional relationships. It’s what transforms teams from simply working together to thriving together. Skill and confidence are essential, but trust is the differentiator that deepens connections and drives success. Without trust, even the most talented teams struggle to achieve their potential. With trust, challenges become opportunities, and collaboration leads to innovation. Throughout my time in the military I learned that trust isn’t just important—it’s often a matter of life and death. While the stakes may not always seem as high in our professional lives, the reality is that trust can have equally significant impacts. Here are three principles I live by when it comes to building and sustaining trust: 1. Consistency Creates Reliability: Trust isn’t built overnight—it’s earned through consistent actions. Showing up and following through. 2. Transparency Fosters Honesty: Being open and honest, even when it’s uncomfortable, strengthens trust. Whether it’s sharing successes or admitting mistakes, transparency shows authenticity. It invites others to trust your intentions and integrity. 3. Vulnerability Builds Connection: Trust grows when we allow ourselves to be vulnerable. IMO vulnerability creates a safe space for genuine connection. Trust is what turns colleagues into allies and teams into tactical machines. I’d love to hear your thoughts—how has trust (or the lack there of) played a role in your professional relationships? Ps: They say not all heroes wear capes, we wear uniforms. #Leadership #Trust #Collaboration #ProfessionalGrowth #Authenticity #GotTrust