At the Interchange next week we'll explore a practical framework for addressing one of the most challenging conversations in leadership: trust. Recent research shows that only 21% of U.S. employees strongly agree that they trust their organization's leadership—a decline that's costing organizations dearly in both performance and retention. 

To prepare for our discussion, please be sure to read our latest article on trust, take the diagnostic assessment (it's a simple one!) and reflect on the following:

1. Diagnostic Thinking: When you consider your current team dynamics, which of the four trustcomponents do you suspect might be lowest? What evidence leads you to that conclusion?

2. Personal Blind Spots: Where might you have blind spots in how your actions affect these areas?

3. Fear Inventory: What fears might your team members harbor but never voice about speaking up in difficult conversations?

4. Assessment Application: How comfortable would you be conducting the simple 1-5 assessment described in the article with your own team? What resistance might you anticipate?

5. Targeted Interventions: If you discovered psychological safety was your lowest-scoring component, what specific practices could you implement to address it beyond generic "trust-building" activities?

During our session, we'll work through real scenarios using this diagnostic approach, share experiences with trust breakdowns, and develop practical strategies for rebuilding trust component by component.

We'll also have extended peer coaching time, so please come prepared with a specific relationship or team dynamic where trust feels strained—we'll use the four-component framework to help diagnose and address it together.