Trust Isn’t a Value — It’s a Practice: Why Compassion Matters in Human-Centred Leadership

Faye Beddow
Jul 7
4 min read

In human-centred organisations, trust is often named as a core value. It’s written into mission statements, echoed in employee surveys, and threaded through leadership frameworks. But trust is not a static quality we have or don’t have. It’s not a declaration. It’s a dynamic practice — one that leaders are responsible for creating, sustaining, and, at times, repairing.

The shift toward human-centred leadership is a welcome one. It challenges outdated, top-down models and instead focuses on designing workplaces with and for people. It’s about seeing staff not as resources to be managed, but as whole people with needs, values, and potential. Human-centred organisations focus on inclusion, wellbeing, flexibility, purpose, and psychological safety. But none of these can flourish in the absence of trust.

So how is trust actually built?

Not in grand statements or values posters — but in the quiet, often invisible micro-moments:

How a manager responds when someone makes a mistake.
Whether people feel safe to speak up — or stay silent.
How we approach a colleague’s discomfort, difference, or distress.

It’s here that compassionate leadership becomes essential.

Compassion in Action

Compassion is often misunderstood in leadership. It’s not about being nice. It’s not about avoiding accountability or sugar-coating feedback. Compassion is about noticing when someone is struggling — emotionally, mentally, or practically — and being willing to act in a way that supports them, without losing sight of the wider picture.

It’s what allows a leader to say, “I can see this is hard — let’s work through it together,” instead of, “You need to fix this by Monday.” It’s what helps a manager stay present during a difficult conversation, rather than defaulting to defensiveness or avoidance. It’s what allows us to hold both care and clarity.

Compassionate leadership is not the opposite of commercial focus — it’s what makes performance conversations more honest, collaboration more productive, and retention more likely. Because people don’t trust leaders who can’t see them. Or worse — see them struggling, and turn away.

But Compassion Alone Isn’t Enough

Compassion is a cornerstone of trust — but it doesn’t stand alone. Human-centred organisations also need leaders who can:

Coach, not just tell – to draw out insight and ownership, rather than handing out advice.
Facilitate open dialogue – especially when there’s disagreement or uncertainty.
Translate values into action – so that what’s written on the wall is lived in meetings, emails, and interactions.

These are all learnable skills. In fact, they're at the heart of the programmes I deliver: equipping managers to lead with clarity, care, and curiosity — even (especially) when the stakes are high.

Trust Check: How’s Trust Showing Up in Your Team?

Want a quick sense of how trust is experienced in your team or organisation?

Score each statement from 1 (strongly disagree) to 5 (strongly agree):

People speak up — even when it’s uncomfortable.
Feedback flows in all directions, not just top-down.
Mistakes are seen as learning opportunities, not sources of fear.
Wellbeing conversations are handled with care and consistency.
Leaders are visible, approachable, and honest — even when things are uncertain.
People follow through on what they say they’ll do.
Team members feel they can be themselves at work.
Conflict is addressed constructively, not avoided or escalated.
Values are lived out, not just talked about.
People trust decisions are made fairly and transparently.

Score guide:

40–50: You’re in a strong position — maintain momentum and model it visibly.
25–39: Some solid foundations, but room to build — reflect on what’s getting in the way.
Below 25: Trust may be more fragile than it appears — time to listen closely and take intentional steps forward.

Three Small Steps to Build Trust Today

Name what you’re noticing - “I’ve realised we don’t always create space for feedback — I want to change that.”
Ask before assuming - “What do you need from me right now?”, or “What would make this easier for you?”
Model imperfection - Share what you’re learning, where you got it wrong, and how you’re adapting.

Self-Reflection: How Do You Lead for Trust?

Take a moment to reflect on a recent leadership interaction — a performance conversation, a moment of tension, or a colleague who seemed a bit withdrawn.

Ask yourself:

Did I listen fully — or was I focused on solving or responding?
Did the other person leave feeling clearer, safer, or more seen — or more guarded?
Did I respond in a way that showed compassion and upheld clarity or expectations?
Would they come to me again with something difficult?
What’s one thing I’d do differently next time?

You could even use these questions in a team learning session — surfacing different ways trust is built or eroded in everyday leadership moments.

Trust is a Cultural Outcome — But a Leadership Responsibility

In a human-centred organisation, it’s easy to assume that culture will take care of itself. But the conditions for trust — psychological safety, fairness, empathy, clarity — are not passive. Leaders shape them every day. Sometimes intentionally. Often unconsciously.

Which means we need to be asking different questions:

What does trust feel like in your team?
What happens to that trust when pressure rises or priorities shift?
How are you showing up in the moments that matter most — not just when things are going well, but when they’re difficult?

The Invitation

If your organisation is on a journey toward more human-centred ways of working, then it’s worth pausing to ask: Are we equipping our leaders to lead in ways that earn trust — and keep it?

Compassion is not soft. It’s not optional. And it’s not only for wellbeing conversations. It’s a leadership capacity that shapes everything — from how we manage performance to how we make people feel.

Let’s stop treating trust as a value we can name and start treating it as a culture we practice. If you’re ready to equip your leaders to lead with more clarity, compassion, and credibility — let’s talk.

Book a call here - calendly.com/fayebeddow/strategy-meeting

Or simply stay connected for more insights and tools like this — I share a new piece each month. Subscribe to newsletter.