Trust and Fair: The Two Words That Make Great Leaders
When I coach leaders or work with executive teams, I often find that most leadership challenges boil down to two simple—but powerful—words: trust and fair.
Start with Trust
From a top-down leadership perspective, trust is foundational. So I ask leaders this:
Do you truly trust your team?
Trust isn’t just about believing someone will get the job done. It’s deeper. It’s about engaging in honest conversations around each team member’s career path, goals, and aspirations. Have you taken the time to outline the steps they need to take to grow—and made it clear what you need to see from them in order to trust they’re moving in the right direction?
Trust also means recognizing that each person brings both strengths and weaknesses to the table. Do your people understand their own strengths? Do they know how those strengths align with their long-term career goals?
And just as importantly: Do you trust them enough to let them grow, stumble, and succeed without hovering?
Trust isn’t blind faith. It’s the confidence to give people space—to lead, to learn, to fail—and to let them take real ownership of their work. When people feel trusted, they step up. They engage. They take initiative.
Lead with Fairness
The second leadership pillar is fairness—and it’s just as critical.
If you lead a team, ask yourself:
Am I being fair—not equal, but equitable—in how I lead each individual?
Fairness is often misunderstood. Treating everyone the same might feel “equal,” but leadership isn’t about equality—it’s about equity. Each team member is different. They come with unique experiences, motivations, learning styles, and goals. Fairness means understanding those differences and managing accordingly.
You can’t lead every person the same way. And you shouldn’t.
For example: If you have a personal relationship with one of your direct reports—maybe you play on the same softball team or share a hobby outside of work—are you unconsciously giving them more time, more opportunity, or more flexibility than others?
Even if it’s subtle or unintentional, that imbalance sends a message to the rest of the team. And that message erodes trust.
Here’s the bottom line:
- ✅ Trust fuels performance.
- ✅ Fairness shapes culture.
When both are strong, leadership becomes less about control and more about empowerment. And that’s when real transformation happens—both in your team and in yourself.
