Trust is one of the most influential drivers of growth in a learning and development (L&D) career, yet it is often overlooked. Over the course of my 20-year journey in L&D, I’ve seen how trust shapes opportunities, from the confidence leaders place in you to the environment you create for your teams to grow and perform. While I didn’t initially recognize its role, reflection has made it clear that trust has been a consistent thread behind every key moment in my career.

Throughout your career, as you build credibility, expand your influence and lead others, trust will enable your progress. Trust strengthens partnerships, speeds up development and creates the conditions for meaningful learning to take hold.

In this article, I’ll share firsthand experiences that illustrate how trust has shown up at different stages of my career, along with guidance on intentionally building and sustaining it. Rather than offering a formula to follow, my goal is to provide a perspective that reinforces the idea that — while every career path is different — trust can function as a powerful and consistent foundation, regardless of where your journey starts or where it leads.

What Is Trust?

In “The Thin Book of Trust,” Charles Feltman defined trust as “choosing to risk making something you value vulnerable to another person’s actions.” What you choose to risk will change as your career grows.

Through his work on leadership and trust, Stephen M. R. Covey often poses the question: Is trust given or is trust earned? The answer is yes. It’s essential that we willingly give our trust, along with an agreement on expectations, so the other person can show they’re trustworthy. There will be times in your career when you are more in an earning mode and times when you are more in a giving mode.

These perspectives emphasize that trust is not static. It evolves as we move through different roles and relationships, requiring us to both extend trust and be trustworthy.

Receiving Trust

Early in my career, I was fortunate to have a mentor who trusted me. He was an incredible facilitator and took me under his wing to help build my facilitation skills. He showed his trust by allowing me to facilitate parts of a three-day training course alongside him. After each session, he provided feedback. Even when the feedback was tough, I understood that his intention was to help me improve, so I trusted him in return. I earned his trust by actively implementing his feedback.

Because of this trust, my mentor spoke my name in rooms I wasn’t even in, championing my growth and opportunities. This trust became the foundation for real development.

Giving Trust

As I matured professionally, I learned that trust is not accidental. I began seeking out mentors whose values aligned with mine and whose style, presence and leadership stood out from others.

One of my chosen mentors came through a chance conversation during a training course. Though I had known this person, it was through our dialogue that I realized their values aligned closely with mine. I asked them if we could meet after the training class to continue the conversation. This one intentional ask has made such a difference in my life.

This moment represented a shift from trust given to trust earned. By initiating the conversation, I gave trust to the relationship, inviting openness and vulnerability. In turn, I earned trust through steady engagement and shared values.

This intentional relationship-building showed me that trust is built on alignment with shared values, behaviors and integrity. Choosing mentors thoughtfully is a critical leadership skill for career growth.

Leading With Trust

Now, as a leader, I strive to intentionally build trust with my peers and within my teams by creating an environment where trust is the foundation. For example, I give trust by encouraging open dialogue and vulnerability, creating a safe space where my team feels comfortable giving and accepting tough feedback. This trust given invites team members to earn trust by taking risks, being innovative and even pushing back on my ideas or direction. The trust we build together allows these things to happen in ways that push us all forward.

Ultimately, trust is a leadership practice you must continually cultivate. I am intentional about this practice every day, supporting my team and myself as we grow together.

Building Trust Muscles

Building on these stories, here are a few ways to build and sustain trust:

• Choosing a Mentor: Seek alignment, trustworthiness and honest feedback.
• Building Trust with Teams: Be consistent, transparent and follow through on commitments.
• Modeling Trust: Create safe spaces, encourage experimentation and normalize feedback.

Will You Extend Trust?

Trust has shaped my growth, guided my choice of mentors and now defines my leadership. For anyone stepping into senior L&D roles, trust is the multiplier that makes every other skill more effective. It’s the foundation on which meaningful, impactful leadership is built.

Stephen M. R. Covey often shares this statement for reflection: “It is possible to have two trustworthy people working together and to have no trust between them … if neither person is willing to extend trust to the other.”

Will you choose to extend trust today to strengthen your leadership tomorrow?

The Training Industry Senior Leaders Program is an elite, leadership experience built for senior L&D professionals ready to lead at the executive level.