Building Trust: Small Behaviors, Big Impact
Hoy and Tschannen-Moran's 5 facets of trust, how to use them, and why we care
I trust my kids. Well, mostly.
I trust my kids to be open with me, but I don’t always trust them to follow through on cleaning their rooms. We often think of trust as black or white, but it's much more grey. Trust is nuanced and earnable.
Trust in Schools: It's Complicated
Trust is as complicated in schools as it is at home. Like I must peel away the guarded layer that my pre-teen exhibits, educators must nurture trust with their stakeholders. Trust isn’t built in grand gestures but in the little things, like being on time to pick students up from specials or sharing an honest reflection. Or, in my kids' case, trust is earned when they actually put their dirty clothes in the laundry basket.
Wayne Hoy and Megan Tschannen-Moran, leading experts in educational trust, define trust as "one party's willingness to be vulnerable to another based on the confidence that the other is benevolent, reliable, competent, honest, and open."
In other words, can I open myself up to you (vulnerability) based on my evidence about your ability to demonstrate these 5 things (honesty, benevolence, etc.)?
Their definition of trust is comprehensive and strongly emphasizes vulnerability. Their work is particularly relevant to school environments, acknowledging trust's complex, dynamic, and interdependent nature, linking it to observable behaviors, and enabling empirical measurement. Research shows that trust in schools leads to improved teacher retention, improved teaching practices, and increased efforts to impact student achievement positively. 1
The Five Facets of Trust
1. Honesty
Principal Carter discovers a budgeting error that impacts resource allocation. Instead of concealing the mistake, Sam transparently communicates the issue to staff and collaboratively seeks solutions.
Definition: Telling the truth and being transparent.
In Practice: Educators practice radical candor, providing authentic and truthful feedback. They address issues head-on rather than avoiding difficult conversations.
2. Reliability
A teacher, Mr. Williams, repeatedly commits to attending professional development sessions but often cancels last minute.
Definition: Following through on commitments consistently.
In Practice: Educators ensure they keep their promises, respond timely, and document all commitments. They calendar follow-ups and consistently apply policies.
3. Competence
Assistant Principal Jamie struggles with the intricacies of the school’s scheduling software, leading to frequent errors, including students not being assigned a suitable class, mix-ups in rosters, and grades not being adequately reported.
Definition: Demonstrating the ability to perform tasks effectively.
In Practice: Educators are fully prepared for lessons and meetings (including scripting and timing professional development sessions), leverage their strengths, and model humility by asking for time to consider complex questions.
4. Openness
During a challenging policy change, Principal Taylor openly discusses the reasons behind the change, shares their uncertainties, and invites feedback from staff.
Definition: Being vulnerable and sharing information freely.
In Practice: Educators implement transparent policies, share personal experiences, and provide open office hours, tutoring, or conferencing. They show their work processes and encourage stakeholders to see behind the scenes.
5. Benevolence
Principal Johnson walks into a classroom where the teacher is “unprepared.” The reality is that a student had just had a major meltdown, and the class was resetting.
Definition: Acting in good faith and showing goodwill.
In Practice: Educators assume positive intentions, seek to understand others' motivations, and engage in well-being initiatives.
Small Behaviors, Big Differences
Trust isn't built in a day. The accumulation of small, consistent behaviors makes a big difference over time. Here are some everyday actions that can help build trust.
Daily Check-Ins
Regularly ask team members how they are doing and show genuine interest in their well-being. Actually care how people are.
Timely Responses
Address queries and concerns promptly. Don’t ignore your email.
Transparency
Share information openly and explain the reasons behind decisions. Don’t be a weirdo with information.
Follow-Through
Ensure all promises and commitments are met. Write things down. Use the techniques in Together Leader.
Positive Reinforcement
Recognize and appreciate good work and efforts. Make praise impactful.
Conclusion
Building trust is an ongoing process that requires attention to small details and consistent behaviors. For school leaders and coaches, understanding and implementing the facets of trust can transform relationships and create a more collaborative and supportive environment. Leaders can significantly impact their school communities by leading with curiosity and focusing on everyday actions.
Now, if I can only get my kids to keep their rooms clean.
Hoy, W, & Tschannen-Moran, M. (1998). Conceptual and Empirical Analysis of Trust in Schools. https://www.researchgate.net/publication/235295498_A_Conceptual_and_Empirical_Analysis_of_Trust_in_Schools
Broughton, M. (2022). A Principal’ A Principal’s Perspectiv erspective on the Role of Principal T e on the Role of Principal Teacher T eacher Trust in rust in a High Performing School. https://scholar.smu.edu/cgi/viewcontent.cgi?article=1017&context=simmons_depl_etds