The Career Currency: Trust – Be the Person to Rely On

Important topics or hard times - managers always seek people whom they trust. Trust is the ultimate career currency.

Trust is the secret sauce for a career. I have seen it so often: people are getting announced as team leaders, new managers, VPs, SVPs, or Managing Directors.

The qualification: The hiring management level trusts this person.

It's not about visibility, confidence, or skills. Trust is the ultimate career currency.

If you’re the person people trust — with projects, problems, decisions — you’ll always have opportunity.

Here’s what trust really is, how to build it, and how to use it to grow your career.

Part 1: What Is Trust in a Career Context?

As a physicist, I love the first-principles approach, which asks, where does it all start? To be specific, what is the definition of Trust in a Career?

Let that definition sink in. It means you are reliable and trustworthy. You own the topic, you are the person whom the manager looks into the eyes.

That's what management wants: A person who takes care of the problem. Solve it.

What trust looks like at work:

• You say “I’ll do it” — and it’s done before people ask again.
• You manage risks quietly and surface issues early.
• You don’t gossip. You don’t escalate unnecessarily.
• People feel safe sharing half-baked ideas or problems with you.

The Key idea is:

Trust isn't about being perfect. It's about being dependable.

Part 2: How to Build Trust (Tactically)

We saw what trust looks like and what to say. But let's dive into this one step further. Let's go into the tactics for building trust on a daily basis:

1. Say Less, Deliver More
People are great at describing what problems exist and what they can't solve. I have seen it so often.

The biggest blunder: People explain in detail why something wasn't done.

I'll share one thing: Management doesn't care why you weren't able to solve the problem. Solve the problem.

When it's not possible, ask yourself: What support from the managers do I need to solve it?

Trust me (I see the wordplay): Managers will help you because they can decide something. This means power. Managers love power.

Trust lies in "Consider it done."

2. Close Loops Without Being Asked
When you get a task, keep the management in the loop. Send them a regular update, e. g. once a week. A short email is enough.

Keep in mind the perspective of the management: They can report on the status of the to-do. This is important because managers also report to higher levels.

You provide control and power to the managers by following up.

Always follow up: "Here's the status," "This is done," "Next step is this."

3. Be Predictable in the Right Way
Following up also means that you don't let people guess. Nothing is worse than surprising people. Business is no thriller. Be predictable.

When problems occur, show up. Involve managers and prepare three possible solutions. As mentioned above, this provides solutions and choices.

Deciding on choices is pure management power. Provide this power.

4. Ask Clarifying Questions
One big lie that is constantly spreading: Speak up. It's not about speaking up.

Questions that address different aspects of business shed light on the situation. Have we considered everything? Always start with "What about...?"

What about finance? Shall we include/inform/invite them?
What about the processes? Do we need a change?
What about communication?
What about sales?

People trust you more when they see you care about doing it right — not rushing to check the box.

5. Protect Others' Time and Reputation
A former colleague joined the team. Our leader was a Vice President (VP). The colleague worked for the first time with a VP and was awestruck.

On every email he put the VP on CC. Then one day, the VP replied to him and asked:

"Do you need any kind of support from me?
If no, please do not forward the mails to me."

Don’t forward every issue. Don’t copy people just to shift pressure.
Filter. Think. Then act.

Part 3: How to Use Trust to Grow Your Career

Once you’re trusted, you become part of the inner circle. All managers have an inner circle. People to whom they talk openly. Nothing is a secret to you.

You will see the following things happening:

• Get invited behind closed doors: 
  “Bring [you] into this — they always get it done.”
• Ask for stretch assignments: 
  You'll be seen as safe hands for high-risk tasks.
• Say no with credibility: 
  Trusted people can decline without losing status.
• Lead without a title: 
  You influence decisions because people value your judgment.

Congrats! You have become the person you were talking about recently. It's all about trust. Trust is the currency at the top management level.

Always think about how you can earn trust.

Summary
Trust is the ultimate currency when you want to be seen. Even on the lowest level, managers need people whom they can trust. It's not about brown nosing. It's about getting things done. And even when your manager doesn't like you, there will be moments with huge tasks. Then they need someone whom they can trust.
Being liked is optional. Being trusted is non-negotiable.
Build trust in small moments — and it will pay off in big ones.