Trust is not built through grand statements or inspirational speeches. It is built through repeated, observable behaviors—habits that signal reliability, integrity, and care. The Nine Habits of Trust model identifies the daily actions that consistently grow trust and prevent erosion in teams and organizations.
Unlike models that focus solely on personality or style, this approach treats trust as a set of practical, trainable habits. By cultivating these behaviors deliberately, leaders can turn trust from a fragile asset into a structural advantage.
Why habits matter
Trust is not a single act; it is a rhythm. People form trust judgments based on patterns over time. One mistake may be forgiven, but repeated behaviors create lasting impressions.
The Nine Habits of Trust focus on actions that demonstrate:
- Consistency – predictable behavior builds confidence.
- Transparency – openness reduces uncertainty.
- Respect – recognition of others strengthens bonds.
- Responsibility – accountability creates reliability.
These habits operate at both the interpersonal and organizational level, creating a culture where trust becomes the default.
The nine habits of trust
1. Speak the Truth
Honesty is the foundation of trust. This habit is not merely about avoiding lies—it is about representing reality accurately and fully.
Practice: Share facts and context, even when inconvenient. Differentiate clearly between fact, opinion, and assumption.
Example:
“We missed the sales target this quarter because our assumptions about customer demand were off. Here’s what we’re adjusting.”
Truth-telling signals integrity and reduces speculation.
2. Keep Commitments
Reliability grows trust faster than words. Every kept promise is a deposit in the trust account.
Practice: Track commitments, communicate delays early, and follow through rigorously.
Small promises matter as much as large ones:
“If I said I’d provide feedback by Friday, I must deliver—or explain why not.”
Unreliability is often cumulative; even minor failures erode trust if habitual.
3. Admit Mistakes
Vulnerability strengthens credibility. Leaders who own errors create psychological safety and model accountability.
Practice: Publicly acknowledge missteps, explain what you learned, and outline corrective action.
Example:
“I underestimated the timeline. That caused extra stress for the team. Next time, I’ll adjust planning accordingly.”
Admitting mistakes signals humility and reduces fear of failure.
4. Communicate Clearly
Ambiguity breeds distrust. People trust leaders who make reasoning visible and explain decisions.
Practice: Use structured communication. State context, reasoning, decision, and implications. Invite questions.
Clarity allows others to anticipate outcomes and aligns expectations, preventing misinterpretation.
5. Respect Others
Trust grows when people feel valued. Respect is demonstrated through listening, acknowledging contributions, and maintaining dignity even during conflict.
Practice: Avoid interrupting, recognize effort, and separate critique of behavior from critique of person.
Respect does not mean agreement—it signals that everyone’s perspective matters.
6. Show Empathy
Understanding and acknowledging emotions is critical. Empathy strengthens bonds and ensures that standards are applied humanely.
Practice: Recognize challenges, validate feelings, and offer support where possible.
Example:
“I understand this deadline is stressful. I appreciate your effort. Let’s review what blocked progress and prevent it next time.”
Empathy communicates care without sacrificing accountability.
7. Be Consistent
Trust is built on predictable patterns. Inconsistent behavior creates uncertainty, undermining confidence.
Practice: Apply rules, values, and standards uniformly. Respond to similar situations in similar ways unless circumstances clearly change.
Consistency also includes emotional regulation. Leaders who swing between extremes create instability.
8. Follow a Principle of Fairness
Fairness ensures that trust is not dependent on favoritism or caprice. People accept difficult decisions when the process is clear and equitable.
Practice: Define criteria for decisions, explain them, and apply them consistently. Invite input when possible.
Fairness reduces suspicion, fosters engagement, and signals ethical integrity.
9. Seek Feedback and Improve
Trust grows when leaders demonstrate learning agility. Seeking feedback signals that improvement matters more than ego.
Practice: Ask peers and team members about communication, decisions, and leadership style. Act on feedback visibly.
Example:
“Did I communicate that clearly? How could I have made this process smoother?”
Feedback loops prevent small trust gaps from widening and create a culture of shared accountability.
The multiplicative effect of habits
The Nine Habits are not additive—they are multiplicative. Missing one habit can compromise the entire trust structure.
- Skipping honesty undermines even the most empathetic communication.
- Ignoring reliability erodes credibility despite fairness.
- Failing to show empathy makes competence appear cold.
High-trust leaders consciously cultivate all nine, creating an environment where trust becomes resilient, systemic, and self-reinforcing.
Implementing the nine habits
- Daily reflection: Ask each day: Did I speak truthfully? Keep commitments? Demonstrate empathy?
- Team alignment: Share the nine habits as behavioral expectations. Discuss them in meetings and reviews.
- Track micro-actions: Notice small trust deposits and withdrawals—provide feedback and course-correct.
- Celebrate successes: Recognize team members who model trust habits consistently.
Trust becomes visible when it is measured through actions, not intentions.
Trust as a leadership lifestyle
The Nine Habits model reframes trust from a concept to a discipline. Leaders do not “try to be trustworthy” on occasion—they practice trust daily.
Trust is built in:
- How meetings are run
- How decisions are communicated
- How failures are handled
- How people are treated when no one is watching
Repeated daily, these habits create a leadership culture where trust is the default, not the exception. Teams spend energy solving problems, not second-guessing intentions. Innovation, engagement, and resilience flourish.
Trust, in the end, is less about personality and more about practice. By living the Nine Habits, leaders transform trust from a fragile hope into an operational strength.
This article is the first of a five-article series, at Dreieskiva, on trust models in leadership:
- The Nine Habits of Trust — Practical daily behaviors that grow trust
- The 3 Cs Model of Trust — Competence, Character, Connection
- The Five Dimensions of Trust — Honesty, Respect, Fairness, Openness, Reliability
- The Trust Equation — Credibility, Reliability, Vulnerability, Ego
- The Trust Triangle — Authenticity, Logic, Empathy
Each model offers a unique lens, but they converge on the same principle: trust is deliberate, observable, and repeatable.
DREIESKIVA|Roald Kvam 
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