Leading Acquisition Series:Building TrustDarbi Dillon

Professor of Contract Management

Darbi.Dillon@dau.edu

Phone: 703.805.4964

“Leaders take the risk to trust first.”-- Simon Sinek

Defense Systems Management CollegeDAU

Office of Mgmt & BudgetOffice of Federal Procurement Policy

Darbi S. DillonProfessor of Contract Management

Start Here

To be continued . . .

Objectives

• Describe strategies that develop people’s capacity to solve their own trust

problems

• Describe trust taxes and dividends

• Define trust and distrust

• Characterize a model for building trust

• Develop a language for having trust conversations

• Describe strategies that build or destroy trust

www.DAU.edu3

The Premise The ability to create trust is the

single most critical competency

needed today – and creating it is a

learnable skill!www.DAU.edu4

Poll #1

• What is your current level of trust in YOUR organization? Choose one

answer

1. Complete trust among all personnel at all levels

2. A lot of trust, but there are a few folks I’m not sure about

3. The level of trust is okay, but could still use some work

4. There are very few people that I have much trust in

5. I spend all my time checking my back to make sure there’s no knife in it

www.DAU.edu5

Poll #2 (Well, not really)

• Which organization would you rather be a part of ?

www.DAU.edu6

Organization A Culture‒ Manipulates, distorts, and spin the truth

‒ Withholds/hoards information

‒ Take credit, even when its not due

‒ Operates from hidden agendas

‒ Blames/bad-mouths others

‒ Overpromises and under delivers

‒ Makes excuses and violates expectations

Organization B Culture‒ Collaborates, communicates, shows respect

‒ Shares information

‒ Shows loyalty to the absent

‒ Focuses on results and accountability

‒ Talks straight and confronts real issues

‒ Abundantly shares credit

‒ Doesn’t hold “after” meetings

‒ Practices transparency and authenticity

• Which organization would you rather be a part of ?

www.DAU.edu7

Organization A Culture‒ Manipulates, distorts, and spin the truth

‒ Withholds/hoards information

‒ Take credit, even when its not due

‒ Operates from hidden agendas

‒ Blames/bad-mouths others

‒ Overpromises and under delivers

‒ Makes excuses and violates expectations

Organization B Culture‒ Collaborates, communicates, shows respect

‒ Shares information

‒ Shows loyalty to the absent

‒ Focuses on results and accountability

‒ Talks straight and confronts real issues

‒ Abundantly shares credit

‒ Doesn’t hold “after” meetings

‒ Practices transparency and authenticity

Here’s Why

• Redundancy

• Bureaucracy

• Politics

• Disengagement

• Turnover

• Stakeholder

dissatisfaction

• Fraud

Trust Taxes

www.DAU.edu8

Taxes

• Accelerated growth

• Enhanced innovation

• Improved collaboration

• Stronger partnering

• Better execution

• Heightened loyalty

• Increased stakeholder

value

Trust Dividends

www.DAU.edu9

Dividends

So What?

“You may not be able to

control everything, but you can

influence certain things. Trust

starts with you.”~ Stephen M.R. Covey

www.DAU.edu10

www.DAU.edu11

What is Trust?

“Choosing to risk making something

you value vulnerable to another

person’s actions.”

So Distrust Is…

“What is important to me is not safe

with this person in this situation (or

any situation).”

The Eight Pillars

www.DAU.edu12

1. Clarity – clear in words and action

2. Consistency – the same every single time

3. Compassion – other’s interests before mine

4. Character – foundational; what & when

5. Commitment – focus/loyalty; 1st step to rebuild

6. Connection – collaboration/partnership

7. Contribution – results orientation

8. Competency – stay fresh, relevant, capable

B.R.A.V.I.N.G. – A Language for Discussing Trust

• Boundaries: what’s okay/what’s not okay

• Reliability: do what you say you’ll do every time;

be clear on limitations

• Accountability: own/apologize/make amends

• the Vault: value confidentiality

• Integrity: courage; what’s right; practicing values

• Non-Judgment: help given and received freely

• Generosity: most generous assumption about

words, intentions, & behaviors

www.DAU.edu13

• What are YOUR professional boundaries?

• What’s okay/What’s not okay?

• Have you communicated your boundaries to others?

• Are you sure about that?

• Do you respect other people’s boundaries?

• How do you know?

14www.DAU.edu14

1. Talk straight

2. Demonstrate respect

3. Create transparency

4. Right wrongs

5. Show loyalty

6. Deliver results

7. Get better

8. Confront reality

9. Clarify expectations

10. Practice accountability

11. Listen first

12. Keep commitments

13. Extend trust

www.DAU.edu15

13 Trust-Building Behaviors

Source: Stephen. M.R. Covey and Rebecca Merrill (2006). The Speed of Trust: The One Thing That

Changes Everything, Free Press a Division of Simon Schuster, Inc.

13 Counterfeit Behaviors That Damage Trust

1. “Spin” the truth

2. Fake respect

3. Withhold information

4. Deny/justify wrongs

5. Take credit for another’s idea

6. Overpromise and under deliver

7. Don’t invest in improvement

16www.DAU.edu16

8. Ignore reality

9. Be vague and non-specific

10.Avoid/shirk responsibility

11.Listen last

12.Break promises

13.Give responsibility without authority

Source: Stephen. M.R. Covey and Rebecca Merrill (2006). The Speed of Trust: The One Thing That Changes Everything, Free Press a Division of Simon Schuster, Inc.

Poll #2 (Really, this time)

• Which of these counterfeit behaviors do you see as problems in your

organization today? Select all that apply.

www.DAU.edu17

1. “Spin” the truth

2. Fake respect

3. Withhold information

4. Deny/justify wrongs

5. Take credit for another’s idea

6. Overpromise and under deliver

7. Don’t invest in improvement

8. Ignore reality

9. Be vague and non-specific

10.Avoid/shirk responsibility

11.Listen last

12.Break promises

13.Give responsibility without authority

So….

• Which ONE (1) of these trust-building behaviors could you start using TODAY?

www.DAU.edu18

1. Talk straight

2. Demonstrate respect

3. Create transparency

4. Right wrongs

5. Show loyalty

6. Deliver results

7. Get better

8. Confront reality

9. Clarify expectations

10.Practice accountability

11.Listen first

12.Keep commitments

13.Extend trust

Your Post-Event Challenge

• Think of the ONE person, either inside or outside your

organization, with whom you need to build, extend, or

restore trust the most

‒Write down your intention (pillar) and describe the desired

outcome

‒Confront reality by describing the current situation

(B.R.A.V.I.N.G.)

‒Identify key actions you will take and behaviors you will

model to close the gap (13 behaviors)

‒Then, DO IT!

www.DAU.edu19

BeSPECIFIC!

Mike’s Book List

www.DAU.edu20

Title Author Year

Dare to Lead Brené Brown 2018

The Speed of Trust: The One Thing That Changes

Everything

Stephen M.R.

Covey2006

The Thin Book of Trust: An Essential Primer for

Building Trust at Work

Charles

Feltman2009

Trusted Leader: 8 Pillars That Drive Results David Horsager 2021

The Infinite Game Simon Sinek 2019

All the above authors have a variety of TED talks and other videos

readily available on YouTube and other streaming services

Leadership Center Website

www.DAU.edu21

Leadership (dau.edu)

https://www.dau.edu/training/leadership

MOSAIC

• Individual and self-paced courses

available to build your leadership

skills:

• ALD 0010: Mastering the Strategic

Moment

• ALD 0020: Mindfulness

• ALD 0030: Professionalism

www.DAU.edu2222

To learn more or register for the courses go toMOSAIC Courses (dau.edu)

Earn up to 4 CLPs each course

Thanks for attending this DAU Event on TrustIf you’d like to talk more on this topic, contact Mike at

Michael.Mochel@dau.edu

23