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Questionnaire Items for Measuring Trustworthiness

Trustworthiness is crucial for productivity and achieving goals. The main components of trustworthiness is:

• Integrity: The internal alignment between a manager's values, beliefs, words, and actions.
• Dependability: The external reliability of a manager's actions--how consistently they follow through, deliver, and meet expectations.
• Commitment: A manager's internal dedication to their promises, goals, and values. It emphasizes intention, ownership, and persistence.
• Reliable: A manager's external consistency--their ability to deliver high-quality results, meet expectations, and perform dependably over time.
• Principled: A steady internal compass--fairness, honesty, impartiality, respect, and alignment with rules, procedures, and the organization's best interests.
• Ethical and Moral: Recognizing ethical dilemmas, choosing the right course of action, and addressing wrongdoing promptly and responsibly.
• Confidential: A manager's ability to protect sensitive information, respect boundaries, and exercise discretion.
• Honest: A manager's ability to communicate truthfully, transparently, and with integrity, especially when the message is difficult.
• Transparent: A manager's willingness to reveal information, context, intentions, and reasoning--especially around decisions, constraints, sensitive issues, and organizational direction.
• Open Communication: The two-way relational process of exchanging information, listening, responding, and engaging with others' needs, concerns, and perspectives.
• High Standards: A manager's expectations for excellence--both for themselves and for their team emphasizing the pursuit of superior quality, rigorous performance benchmarks, and consistently exceptional outcomes.
• Competent: A manager's ability to perform their role effectively, demonstrating the skills, judgment, and knowledge required to meet the demands of the job emphasizing capability, accuracy, sound decision-making, and the consistent production of reliable results.

Trustworthiness contributes to a manager's success by creating the foundation for strong relationships, effective collaboration, and consistent performance across the team. When employees believe their manager acts with integrity, follows through on commitments, communicates openly, and makes principled decisions, they feel safe to share concerns, take risks, and bring forward their best ideas. Trustworthiness also strengthens a manager's credibility with stakeholders, enabling smoother decision-making, clearer alignment, and greater confidence in the manager's judgment. Over time, this reliability and ethical consistency build a high-trust environment where people are motivated, accountable, and committed--directly fueling the manager's ability to lead successfully and achieve meaningful results.

360-Degree Feedback Questionnaire Items

A workforce led by trustworthy managers operates with greater clarity, stability, and confidence because employees know that decisions are principled, communication is honest, and commitments are honored. When leaders consistently demonstrate integrity, reliability, transparency, and accountability, they create an environment where people feel psychologically safe--one that is safe to speak up, innovate, take risks, and admit mistakes without fear of unfair consequences. This kind of culture strengthens collaboration, reduces conflict, and accelerates problem-solving because employees trust that information is accurate, intentions are genuine, and actions align with stated values. Ultimately, organizations with trustworthy leaders earn stronger customer loyalty, retain top talent, and achieve higher performance because trust becomes a competitive advantage woven into every relationship, decision, and outcome.



Integrity

• Demonstrates congruence between statements and actions.
• Demonstrates congruence between beliefs, communication, and behavior.
• Acts with integrity, even when no one is watching.
• Demonstrates integrity by ensuring words and actions match.
• Demonstrates trustworthiness by aligning commitments, communication, and actions.
• Has a high degree of integrity between actions and words.
• Ensures actions are aligned with stated values.
• Exhibits consistency between words and actions.
• Maintains consistency in thoughts, words, and actions.
• Aligns actions with stated values and principles.

Dependable

• Delivers on promises made.
• Earns others' trust by being consistent and respectful.
• Is trusted to complete work assignments on-time.
• Does what they say they will do, every time.
• Can be counted on to follow through on commitments.
• Delivers on commitments consistently and without prompting.
• Can be counted on to do what they say they will do.
• Delivers on promises with consistency and care.
• Honors agreements and reliably meets obligations.
• Shows respect for colleagues by honoring deadlines and agreements.
• Cultivates trust by delivering dependable, consistent results over time.
• Keeps promises and delivers on commitments.

Committed

• Consistently keeps commitments.
• Takes ownership, delivering on commitments.
• Follows through on commitments and communicates promptly when circumstances change.
• Acts in accordance with commitments, even when difficult.
• Earns confidence from others by keeping commitments.
• Commits to upholding the highest standards of integrity.
• Maintains credibility by honoring agreements and owning mistakes.
• Shows integrity by honoring commitments and respecting others' privacy.
• Persists to meet commitments despite obstacles
• Emphasizes and demonstrates goal commitment and persistence in achieving goals.
• Follows through on all commitments.

Reliable

• Builds trust by being reliable and following through.
• Follows through on any convictions and promises.
• Strengthens customer relationships by demonstrating excellence in execution and follow-through.
• Builds confidence through reliable, high-standard performance.
• Follows through on tasks and responsibilities to completion.
• Follows through reliably, even when circumstances are challenging.
• Reliably delivers high-quality results that meet or exceed expectations.
• Is a reliable partner at work.

Principled

• Demonstrates a sense of responsibility and commitment to public trust.
• Always follows required procedures and regulations.
• Holds firm to principles when faced with conflicting interests or external pressures.
• Is known for fairness, honesty, and principled behavior.
• Always acts with the best interests of the department and organization.
• Treats all individuals with fairness, dignity, and respect.
• Ensures decisions are free from favoritism, bias, or personal gain.
• Acts in ways that consistently reflects high principles.
• Exhibits strong moral principles and steady character.

Ethical and Moral

• Can be relied upon to act ethically and responsibly.
• Demonstrates moral courage by addressing wrongdoing promptly and appropriately.
• Builds credibility through consistent, ethical choices.
• Demonstrates trustworthiness through consistent, ethical decision-making.
• Models ethical behavior and sets a standard for integrity within the team.
• Creates confidence by being steady, fair, and dependable.
• Recognizes and addresses situations and issues that may result in ethical questions.
• Makes decisions based on ethical considerations, even when under pressure to do otherwise.
• Consistently demonstrates high personal standards of ethical judgment.

Confidential

• Takes care to maintain confidential information.
• Maintains strict confidentiality in all professional interactions.
• Handles sensitive information with discretion and care.
• Can be trusted with confidential information.
• Can be trusted to maintain confidence of information shared.
• Uses discretion when handling personal or sensitive information and avoids unnecessary disclosure.
• Demonstrates sound judgment when entrusted with sensitive matters.
• Protects private information and respects boundaries.

Honest

• Builds credibility through honest, straightforward interactions.
• Strengthens relationships by being honest about limitations and areas for growth.
• Is always honest with the staff.
• Responds to mistakes with honesty, humility, and a commitment to learning.
• Admits when in the wrong and uses the experience to improve.
• Provides accurate information and avoids misrepresentation.
• Is honest and transparent with others.
• Is candid and forthcoming.
• Fosters trust by being candid about what is known, what is uncertain, and what is evolving.
• Builds trust by being candid about missteps and transparent about next steps.

Transparent

• Reinforces mutual trust by being forthcoming with important updates and implications.
• Shares relevant information transparently to help employees understand the bigger picture.
• Models trustworthiness through transparent decision-making and dependable follow-through.
• Strengthens team confidence by sharing insights that support autonomy and innovation.
• Maintains transparency in decision making.
• Is transparent about intentions, decisions, and limitations.
• Shows trust by sharing information that enables employees to contribute at a higher level.
• Demonstrates confidence in employees by being transparent about sensitive or complex issues.
• Shares information honestly and avoids hiding or obscuring important details.
• Empowers employees by providing the information they need to make informed decisions.

Open Communication

• Communicates an understanding of the other person's interests, needs and concerns.
• Shows reliability by communicating setbacks openly and addressing them constructively.
• Communicates openly about decisions, challenges, and outcomes.
• Builds capability by openly sharing knowledge, context, and strategic direction.
• Promotes clarity by openly discussing context, constraints, and reasoning behind decisions.
• Signals respect and trust by communicating openly rather than withholding information.
• Reinforces team trust by communicating openly about challenges and lessons learned.
• Communicates truthfully and openly, even when the message is difficult.
• Maintains openness in their reasoning and actions, building confidence in intentions.
• Is a trusted source of information communicating updates promptly so employees are never left guessing.

High Standards

• Inspires customer confidence by maintaining excellence across all services and products.
• Builds customer loyalty through predictable, high-standard performance.
• Establishes credibility by meeting quality expectations without exception.
• Reinforces trust by ensuring every deliverable meets or exceeds quality benchmarks.
• Builds a reputation for trustworthiness by holding self and team to rigorous performance standards.
• Earns customer trust by delivering consistently high-quality work.
• Strengthens customer trust by maintaining excellence in every interaction.
• Creates credibility by upholding rigorous quality expectations.
• Shows commitment to customers by holding work to a high standard of excellence.
• Promotes customer trust by ensuring all work meets established quality standards and is completed with professionalism.

Competent

• Is competent in their position.
• Enhances customer confidence by consistently delivering accurate, reliable, and high-quality outcomes.
• Shows strong abilities and is trusted by the team to elevate performance.
• Demonstrates trusted expertise and motivates others to excel.
• Is competent in performing their duties for the department.
• Builds customer confidence through meticulous attention to detail.
• Demonstrates trustworthiness by producing work that reflects care, precision, and professionalism.
• Trusted by others to be able to meet the demands of the job.
• Is trusted to make the right decisions.
• Shows consistency in hiring, promoting, evaluating, and rewarding employees.

Responsive

• Builds trust by taking swift, appropriate action when employees encounter challenges.
• Strengthens credibility by responding promptly and consistently to employee needs.
• Demonstrates trustworthiness by taking the initiative.
• Can be trusted to react in a timely way to address employee issues.
• Is a trustworthy partner making themselves available when employees need help, especially during high-pressure moments.
• Addresses employee concerns promptly ensuring issues are not left unresolved.
• Responds quickly to customer issues to maintain trust in the brand.

Accountability

• Is accountable to the standards set for others.
• Encourages ownership by giving employees access to meaningful, timely information.
• Acknowledges errors promptly and takes responsibility for correcting them.
• Takes responsibility for outcomes and avoids shifting blame to others.
• Owns decisions and their consequences, whether positive or negative.
• Addresses performance gaps in their own work quickly and constructively.
• Ensures employees take ownership of their work and understand the impact of their actions.
• Demonstrates reliability by tracking commitments and ensuring they are completed.

Role Model

• Is a person you can trust.
• Is trustworthy; is someone I can trust.
• Works in a way that makes others want to work with her/him.
• Seeks to mitigate grievances by clarifying intentions and finding suitable remedies.
• Sets the tone by demonstrating the behaviors others should emulate.
• Sets a positive example for others.
• Consistently behaves in ways that reinforce trust.
• Fosters an organizational climate in which leaders/managers are trusted by the employees.
• Is widely trusted.

Builds Trust

• Builds and maintains the trust of others.
• Encourages employees in the department to trust one another.
• Builds trust by communicating openly about decisions, challenges, and organizational priorities.
• Behaves in ways that builds trust.
• Builds a high-trust work environment that enables risk-taking and innovation.
• Seeks to enhance trust in the department.
• Engages in efforts to strengthen trust among team members.
• Builds strong relationships that are resilient in times of crisis.
• Conducts work-unit meetings that serve to increase trust and mutual respect among work-unit members.

Employee Opinion Survey Items

When employees and leaders consistently demonstrate these behaviors, organizations gain a foundation of stability and credibility--people know that decisions are principled, communication is honest, and commitments are honored. A culture shaped by trustworthy behavior creates psychological safety, enabling employees to speak up, collaborate openly, take smart risks, and innovate without fear of hidden agendas or unfair consequences. This environment reduces conflict, accelerates problem-solving, and strengthens relationships because individuals can rely on one another's intentions, follow-through, and professionalism. Ultimately, organizations with trustworthy leaders and teams earn stronger customer loyalty, retain high-performing talent, and achieve better long-term results because trust becomes a strategic advantage embedded in every interaction, process, and outcome.



Integrity

• My supervisor demonstrates trustworthiness by aligning commitments, communication, and actions.
• Managers maintain consistency in thoughts, words, and actions.
• Our manager exhibits consistency between words and actions.
• The project lead aligns actions with stated values and principles.
• My coworkers ensure actions are aligned with stated values.
• Employees in my department demonstrate integrity by ensuring words and actions match.
• Supervisors demonstrate congruence between statements and actions.
• My manager demonstrates congruence between beliefs, communication, and behavior.
• Supervisors have a high degree of integrity between actions and words.
• Supervisors act with integrity, even when no one is watching.

Dependable

• The supervisor honors agreements and reliably meets obligations.
• My manager delivers on commitments consistently and without prompting.
• The supervisor is trusted to complete work assignments on-time.
• Senior executives deliver on promise with consistency and care.
• My coworkers show respect for colleagues by honoring deadlines and agreements.
• The project manager earns others' trust by being consistent and respectful.
• Managers can be counted on to do what they say they will do.
• Leaders deliver on promise made.
• Coworkers keep promises and deliver on commitments.
• My supervisor cultivates trust by delivering dependable, consistent results over time.
• Supervisors can be counted on to follow through on commitments.
• The team leader does what they say they will do, every time.

Committed

• My supervisor keeps commitments.
• Team members show integrity by honoring commitments and respecting others' privacy.
• My supervisor persists to meet commitments despite obstacles
• The project manager maintains credibility by honoring agreements and owning mistakes.
• Managers earn confidence from others by keeping commitments.
• My manager takes ownership, delivering on commitments.
• My manager commits to upholding the highest standards of integrity.
• Our manager acts in accordance with commitments, even when difficult.
• Coworkers in my department follow through on all commitments.
• Employees in my department emphasize and demonstrate goal commitment and persistence in achieving goals.
• Associates follow through on commitments and communicate promptly when circumstances change.

Reliable

• My manager follows through on any convictions and promises.
• Team members are reliable partners at work.
• The project manager delivers high-quality results that meets or exceeds expectations.
• The supervisor follows through reliably, even when circumstances are challenging.
• Employees in my department follow through on tasks and responsibilities to completion.
• The supervisor strengthens customer relationships by demonstrating excellence in execution and follow-through.
• Leaders build confidence through reliable, high-standard performance.
• Colleagues build trust by being reliable and following through.

Principled

• Coworkers exhibit strong moral principles and steady character.
• Our department is known for fairness, honesty, and principled behavior.
• My manager acts in ways that consistently reflect high principles.
• The supervisor follows required procedures and regulations.
• Leaders ensure decisions are free from favoritism, bias, or personal gain.
• The supervisor demonstrates a sense of responsibility and commitment to public trust.
• The project manager acts with the best interests of the department and organization.
• Associates treat all individuals with fairness, dignity, and respect.
• My manager holds firm to principles when faced with conflicting interests or external pressures.

Ethical and Moral

• My manager models ethical behavior and sets a standard for integrity within the team.
• Managers create confidence by being steady, fair, and dependable.
• Supervisors recognize and address situations and issues that may result in ethical questions.
• My manager can be relied upon to act ethically and responsibly.
• The supervisor demonstrates high personal standards of ethical judgment.
• Managers demonstrate moral courage by addressing wrongdoing promptly and appropriately.
• The supervisor makes decisions based on ethical considerations, even when under pressure to do otherwise.
• Leaders build credibility through consistent, ethical choices.
• Associates demonstrate trustworthiness through consistent, ethical decision-making.

Confidential

• Managers can be trusted to maintain confidence of information shared.
• Coworkers in my department handle sensitive information with discretion and care.
• Supervisors demonstrate sound judgment when entrusted with sensitive matters.
• My supervisor protects private information and respects boundaries.
• My supervisor can be trusted with confidential information.
• Colleagues maintain strict confidentiality in all professional interactions.
• Employees in my department take care to maintain confidential information.
• The supervisor uses discretion when handling personal or sensitive information and avoids unnecessary disclosure.

Honest

• The project manager fosters trust by being candid about what is known, what is uncertain, and what is evolving.
• Team members respond to mistakes with honesty, humility, and a commitment to learning.
• Associates are honest and transparent with others.
• Employees strengthen relationships by being honest about limitations and areas for growth.
• The supervisor builds credibility through honest, straightforward interactions.
• The team leader is always honest with the staff.
• Supervisors build trust by being candid about missteps and transparent about next steps.
• Managers are candid and forthcoming.
• My manager admits when in the wrong and uses the experience to improve.
• Supervisors provide accurate information and avoid misrepresentation.

Transparent

• Associates share information honestly and avoid hiding or obscuring important details.
• My coworkers share relevant information transparently to help other employees understand the bigger picture.
• The project manager is transparent about intentions, decisions, and limitations.
• My team leader shows trust by sharing information that enables employees to contribute at a higher level.
• My manager models trustworthiness through transparent decision-making and dependable follow-through.
• The department head reinforces mutual trust by being forthcoming with important updates and implications.
• The supervisor maintains transparency in decision making.
• Managers strengthen team confidence by sharing insights that support autonomy and innovation.
• My manager demonstrates confidence in employees by being transparent about sensitive or complex issues.
• Leaders empower employees by providing the information they need to make informed decisions.

Open Communication

• Managers reinforce team trust by communicating openly about challenges and lessons learned.
• My supervisor is a trusted source of information communicating updates promptly so employees are never left guessing.
• Coworkers build capability by openly sharing knowledge, context, and strategic direction.
• My manager maintains openness in their reasoning and actions, building confidence in intentions.
• The supervisor signals respect and trust by communicating openly rather than withholding information.
• The project lead communicates truthfully and openly, even when the message is difficult.
• Employees in my department promote clarity by openly discussing context, constraints, and reasoning behind decisions.
• Coworkers in my department communicate openly about decisions, challenges, and outcomes.
• Team members communicate an understanding of the other person's interests, need and concerns.
• My manager shows reliability by communicating setbacks openly and addressing them constructively.

High Standards

• The supervisor reinforces trust by ensuring every deliverable meets or exceeds quality benchmarks.
• Employees earn customer trust by delivering consistently high-quality work.
• Managers inspire customer confidence by maintaining excellence across all service and products.
• My manager creates credibility by upholding rigorous quality expectations.
• My coworkers strengthen customer trust by maintaining excellence in every interaction.
• My team leader promotes customer trust by ensuring all work meets established quality standards and is completed with professionalism.
• Supervisors build customer loyalty through predictable, high-standard performance.
• The project manager builds a reputation for trustworthiness by holding self and team to rigorous performance standards.
• Colleagues show commitment to customers by holding work to a high standard of excellence.
• My manager establishes credibility by meeting quality expectations without exception.

Competent

• The project manager shows strong abilities and is trusted by the team to elevate performance.
• My manager demonstrates trustworthiness by producing work that reflects care, precision, and professionalism.
• My team leader is competent in performing their duties for the department.
• My supervisor is trusted by others to be able to meet the demands of the job.
• The supervisor enhances customer confidence by consistently delivering accurate, reliable, and high-quality outcomes.
• The supervisor builds customer confidence through meticulous attention to detail.
• My supervisor is competent in their position.
• Managers demonstrate trusted expertise and motivate others to excel.
• My manager shows consistency in hiring, promoting, evaluating, and rewarding employees.
• Team members are trusted to make the right decisions.

Responsive

• The supervisor addresses employee concerns promptly ensuring issues are not left unresolved.
• Associates respond quickly to customer issues to maintain trust in the brand.
• The members of my team demonstrate trustworthiness by taking the initiative.
• My manager strengthens credibility by responding promptly and consistently to employee needs.
• Leaders can be trusted to react in a timely way to address employee issues.
• My team leader is a trustworthy partner making themselves available when employees need help, especially during high-pressure moments.
• My manager builds trust by taking swift, appropriate action when employees encounter challenges.

Accountability

• Leaders ensure employees take ownership of their work and understand the impact of their actions.
• The project manager demonstrates reliability by tracking commitments and ensuring they are completed.
• Managers are accountable to the standards set for others.
• My manager addresses performance gaps in their own work quickly and constructively.
• Colleagues own decisions and their consequences, whether positive or negative.
• Our manager acknowledges errors promptly and takes responsibility for correcting them.
• My supervisor takes responsibility for outcomes and avoids shifting blame to others.
• Our team encourages ownership by giving employees access to meaningful, timely information.

Role Model

• The team leader behaves in ways that reinforce trust.
• Supervisors set the tone by demonstrating the behaviors others should emulate.
• My manager is trustworthy; is someone i can trust.
• My manager seeks to mitigate grievances by clarifying intentions and finding suitable remedies.
• My manager works in a way that makes others want to work with her/him.
• My supervisor is a person you can trust.
• The project manager fosters an organizational climate in which leaders/managers are trusted by the employees.
• Managers are widely trusted.
• Leaders set a positive example for others.

Builds Trust

• My team leader builds strong relationships that are resilient in times of crisis.
• My manager behaves in ways that build trust.
• The department head encourages employees in the department to trust one another.
• The project manager engages in efforts to strengthen trust among team members.
• Leaders build and maintain the trust of others.
• My team builds trust by communicating openly about decisions, challenges, and organizational priorities.
• My manager seeks to enhance trust in the department.
• My manager conducts work-unit meetings that serve to increase trust and mutual respect among work-unit members.
• Our manager builds a high-trust work environment that enables risk-taking and innovation.

Self-Assessment Items

Integrity

• You demonstrate congruence between statements and actions.
• I ensure actions are align with stated values.
• You maintain consistency in thoughts, words, and actions.
• I demonstrate congruence between beliefs, communication, and behavior.
• I demonstrate integrity by ensuring words and actions match.
• I align actions with state values and principles.
• You act with integrity, even when no one is watching.
• You demonstrate trustworthiness by aligning commitments, communication, and actions.
• I exhibit consistency between words and actions.
• You have a high degree of integrity between actions and words.

Dependable

• You deliver on promises made.
• I earn others' trust by being consistent and respectful.
• You can be counted on to follow through on commitments.
• You show respect for colleagues by honoring deadlines and agreements.
• You cultivate trust by delivering dependable, consistent results over time.
• You deliver on promises with consistency and care.
• You do what you say you will do, every time.
• You deliver on commitments consistently and without prompting.
• You are trusted to complete work assignments on-time.
• I honor agreements and reliably meet obligations.
• I keep promises and deliver on commitments.
• You can be counted on to do what you say you will do.

Committed

• You take ownership, delivering on commitments.
• You consistently keep commitments.
• You follow through on commitments and communicate promptly when circumstances change.
• I earn confidence from others by keep commitments.
• You show integrity by honoring commitments and respecting others' privacy.
• I commit to uphold the highest standards of integrity.
• I maintain credibility by honoring agreements and owning mistakes.
• You act in accordance with commitments, even when it is difficult.
• You emphasize and demonstrate goal commitment and persistence in achieving goals.
• You follow through on all commitments.
• You persist to meet commitments despite obstacles

Reliable

• You follow through on any convictions and promises.
• You build confidence through reliable, high-standard performance.
• I build trust by being reliable and following through.
• You follow through reliably, even when circumstances are challenging.
• I reliably deliver high-quality results that meets or exceeds expectations.
• You strengthen customer relationships by demonstrate excellence in execution and follow-through.
• You follow through on tasks and responsibilities to completion.
• I am a reliable partner at work.

Principled

• You demonstrate a sense of responsibility and commitment to public trust.
• You are known for fairness, honesty, and principled behavior.
• You hold firm to principles when faced with conflicting interests or external pressures.
• You treat all individuals with fairness, dignity, and respect.
• I act in ways that consistently reflect high principles.
• You always act with the best interests of the department and organization.
• I exhibit strong moral principles and steady character.
• You always follows required procedures and regulations.
• You ensure decisions are free from favoritism, bias, or personal gain.

Ethical and Moral

• I demonstrate moral courage by addressing wrongdoing promptly and appropriately.
• You recognize and addresses situations and issues that may result in ethical questions.
• You model ethical behavior and set a standard for integrity within the team.
• You create confidence by being steady, fair, and dependable.
• You can be relied upon to act ethically and responsibly.
• I make decisions based on ethical considerations, even when under pressure to do otherwise.
• You build credibility through consistent, ethical choices.
• I demonstrate trustworthiness through consistent, ethical decision-making.
• You consistently demonstrate high personal standards of ethical judgment.

Confidential

• You take care to maintain confidential information.
• I maintain strict confidentiality in all professional interactions.
• I handle sensitive information with discretion and care.
• You can be trusted to maintain confidence of information shared.
• I use discretion when handling personal or sensitive information and avoid unnecessary disclosure.
• I can be trusted with confidential information.
• I protect private information and respect boundaries.
• You demonstrate sound judgment when entrusted with sensitive matters.

Honest

• You are honest and transparent with others.
• I provide accurate information and avoid misrepresentation.
• You admit when in the wrong and use the experience to improve.
• You strengthen relationships by being honest about limitations and areas for growth.
• I build credibility through honest, straightforward interactions.
• I respond to mistakes with honesty, humility, and a commitment to learning.
• You are always honest with the staff.
• You are candid and forthcoming.
• I foster trust by being candid about what is known, what is uncertain, and what is evolving.
• I build trust by being candid about missteps and transparent about next steps.

Transparent

• You share relevant information transparently to help employees understand the bigger picture.
• I model trustworthiness through transparent decision-making and dependable follow-through.
• You maintain transparency in decision making.
• I empower employees by providing the information they need to make informed decisions.
• You show trust by sharing information that enable employees to contribute at a higher level.
• I share information honestly and avoid hiding or obscuring important details.
• I demonstrate confidence in employees by being transparent about sensitive or complex issues.
• I strengthen team confidence by sharing insights that support autonomy and innovation.
• You reinforce mutual trust by being forthcoming with important updates and implications.
• You are transparent about intentions, decisions, and limitations.

Open Communication

• You communicate an understanding of the other person's interests, needs and concerns.
• I maintain openness in my reasoning and actions, building confidence in intentions.
• You signal respect and trust by communicating openly rather than withholding information.
• I build capability by openly sharing knowledge, context, and strategic direction.
• I communicate openly about decisions, challenges, and outcomes.
• You reinforce team trust by communicating openly about challenges and lessons learned.
• You promote clarity by openly discussing context, constraints, and reasoning behind decisions.
• You communicate truthfully and openly, even when the message is difficult.
• You are a trusted source of information communicating updates promptly so employees are never left guessing.
• I show reliability by communicating setbacks openly and addressing them constructively.

High Standards

• I earn customer trust by delivering consistently high-quality work.
• You build customer loyalty through predictable, high-standard performance.
• You build a reputation for trustworthiness by hold yourself and team to rigorous performance standards.
• I promote customer trust by ensuring all work meet established quality standards and is completed with professionalism.
• You establish credibility by meeting quality expectations without exception.
• You strengthen customer trust by maintaining excellence in every interaction.
• I reinforce trust by ensuring every deliverable meets or exceed quality benchmarks.
• You create credibility by upholding rigorous quality expectations.
• You inspire customer confidence by maintain excellence across all services and products.
• You show commitment to customers by holding work to a high standard of excellence.

Competent

• You build customer confidence through meticulous attention to detail.
• You demonstrate trustworthiness by producing work that reflects care, precision, and professionalism.
• You show strong abilities and are trusted by the team to elevate performance.
• I am competent in my position.
• You are competent in performing your duties for the department.
• I am trusted to make the right decisions.
• I demonstrate trusted expertise and motivate others to excel.
• You enhance customer confidence by consistently delivering accurate, reliable, and high-quality outcomes.
• I am trusted by others to be able to meet the demands of the job.
• You show consistency in hiring, promoting, evaluating, and rewarding employees.

Responsive

• You strengthen credibility by responding promptly and consistently to employee needs.
• You demonstrate trustworthiness by taking the initiative.
• I respond quickly to customer issues to maintain trust in the brand.
• You build trust by taking swift, appropriate action when employees encounter challenges.
• You are a trustworthy partner making yourself available when employees need help, especially during high-pressure moments.
• You address employee concerns promptly ensuring issues are not leave unresolved.
• You can be trusted to react in a timely way to address employee issues.

Accountability

• You are accountable to the standards set for others.
• You own decisions and their consequences, whether positive or negative.
• I take responsibility for outcomes and avoid shifting blame to others.
• I acknowledge errors promptly and take responsibility for correct them.
• I address performance gaps in my own work quickly and constructively.
• You ensure employees take ownership of their work and understand the impact of their actions.
• You encourage ownership by give employees access to meaningful, timely information.
• You demonstrate reliability by tracking commitments and ensure they are completed.

Role Model

• You are a person others can count on.
• You are trustworthy; is someone that can be trusted.
• You work in a way that makes others want to work with you.
• You seek to mitigate grievances by clarifying intentions and finding suitable remedies.
• I consistently behave in ways that reinforce trust.
• I foster an organizational climate in which leaders/managers are trusted by the employees.
• I set the tone by demonstrating the behaviors others should emulate.
• You set a positive example for others.
• You are widely trusted.

Builds Trust

• You build and maintain the trust of others.
• You behave in ways that build trust.
• I build trust by communicating openly about decisions, challenges, and organizational priorities.
• I encourage employees in the department to trust one another.
• I build strong relationships that are resilient in times of crisis.
• You engage in efforts to strengthen trust among team members.
• I build a high-trust work environment that enable risk-taking and innovation.
• I seek to enhance trust in the department.
• You conduct work-unit meetings that serve to increase trust and mutual respect among work-unit members.

Job Interview Questions

Integrity

• Share an example from your previous position, in which you acted with integrity, even when no one was watching.
• Tell me about a time when you had difficulty keeping your commitments, communication, and actions aligned.
• What preparations do you make to have a high degree of integrity between your words and actions?
• Integrity is an alignment between actions and values. How do you ensure your actions are aligned with your values and principles?
• Describe a situation in which you demonstrated congruence between your beliefs, your communication, and work at the job site.
• Were there times when your actions on the job were not completely aligned with your personal values?
• Give an example of how you exhibited consistency between words and actions.
• Give an example of how you demonstrated integrity in your words and actions.

Dependable

• What practices do you use, or steps do you take, to ensure you deliver consistently without needing to be prompted?
• Share your thoughts on honoring agreements and reliably meeting obligations.
• Tell me about a time when someone else's missed commitment affected your work. How did you respond, and what did you do to keep things on track?
• Tell me about a time when you had multiple commitments competing for your attention. How did you ensure you followed through on what you promised?
• Share your thoughts on cultivating trust by delivering dependable, consistent results over time.
• Did you keep promises and deliver on commitments? Was there a time when you had trouble delivering on expectations?
• Can you be trusted to complete work assignments on-time?
• Tell me about a time when you were responsible for delivering something critical. How did you ensure you followed through without needing reminders?
• Describe a situation when circumstances changed and you had to adjust your commitments. How did you communicate those changes and ensure the work still got done?
• What practices or tools do you use to make sure you deliver on your commitments consistently?
• Tell me about a time when you earned others' trust by being consistent and respectful.

Committed

• Tell me about a time when you demonstrated strong commitment to a goal and persisted despite obstacles. What did you do, and what was the outcome?
• Tell me about a time when you faced obstacles but still met your commitments. What steps did you take to make that happen?
• Give an example of how you honored a commitment even when doing so required extra effort, sacrifice, or navigating competing priorities.
• As a new manager, how would you follow through on commitments and communicate promptly when circumstances change?
• Describe a time when you had multiple commitments requiring your attention. What steps did you take to ensure you followed through on all of them, especially when the demands were competing or time was limited?
• Share your thoughts on taking ownership, delivering on commitments.
• What steps would you take to consistently keep commitments?
• What do you do to ensure others can rely on you to follow through on your commitments?
• Share an example from your previous position where you made a commitment to uphold the highest standards of integrity, especially when it was difficult or inconvenient.
• Tell me about a time when it was important for you to maintain credibility by honoring agreements and owning up to mistakes, especially when doing so was difficult or uncomfortable.

Reliable

• What steps would you take to follow through on convictions and promises?
• How would you describe the importance of being a reliable worker that others can trust? Can you share an example that shows how you put that into practice?
• Tell me about a time when others were depending on you to deliver on a commitment. How did you ensure you followed through?
• Describe a time when you built others' confidence in your work by delivering reliable, high-quality results.
• Tell me about a time when you followed through on tasks and responsibilities to completion.
• Describe a time when you demonstrated trustworthiness by following through on a commitment, even when circumstances were challenging.
• Describe an instance where you had to deliver high-quality results on an important project, even though it required extra effort or competing priorities made it challenging.
• Tell me about a time when your reliability directly strengthened a customer's trust in you. What did you do, and what was the outcome?

Principled

• Tell me about a time when following required procedures or regulations was challenging. What did you do, and how did your principles guide your actions?
• Tell me about a time when you demonstrated strong moral character by choosing the principled path over the easier one.
• Share an example from your previous position, in which you held firm to principles when faced with conflicting interests or external pressures.
• Tell me about a time when you exhibited strong moral principles and steady character.
• In your previous position, how did you ensure decisions were free from favoritism, bias, or personal gain?
• Are you known for fairness, honesty, and principled behavior? Explain.
• Share an example from your previous position, in which you demonstrated a sense of responsibility and commitment to public trust.
• Give an example of how your principles guided you to act with the best interests of the department and organization.
• Share your thoughts on treating all individuals with fairness, dignity, and respect.

Ethical and Moral

• Share your thoughts on recognizing and addressing situations and issues that result in ethical questions.
• Tell me about a time when you needed to be relied upon to act ethically and responsibly. How did your ethics and morals impact your decision making?
• Give an example of how you create confidence by being steady, fair, and dependable.
• Do you make decisions based on ethical considerations, even when under pressure to do otherwise?
• Give an example of how you demonstrated moral courage by addressing wrongdoing promptly and appropriately.
• Share your thoughts on building credibility through consistent, ethical choices.
• What steps would you take to model ethical behavior and set a standard for integrity within the team?
• Would your coworkers say that you consistently demonstrate high personal standards of ethical judgment? Give some examples.
• Tell me about a time when you demonstrated trustworthiness through consistent, ethical decision-making.

Confidential

• Give an example of how you demonstrated sound judgment when entrusted with sensitive matters.
• Describe your approach to handling sensitive information with discretion and care.
• Tell me about a time when you were responsible for handling confidential information. How did you ensure it remained protected?
• Would your coworkers say that you can be trusted to maintain confidence of information shared?
• Did you take care to maintain confidential information?
• In your previous position, how did you protect private information and respect boundaries?
• In your previous position, did you use discretion when handling personal or sensitive information and avoid unnecessary disclosure?
• Share an example from your previous position, in which you maintained strict confidentiality in professional interactions.

Honest

• Share your thoughts on strengthening relationships by being honest about limitations and areas for growth.
• Give an example of when your honesty--especially with a difficult message--helped build or maintain trust with staff or coworkers.
• Do you prefer to be direct and transparent in your communication, or do you take a more measured approach? What guides that preference?
• What steps would you take to provide accurate information and avoid misrepresentation of facts?
• Share an example from your previous position, in which you built credibility through honest, straightforward interactions.
• Tell me about a time when you fostered trust by being candid about what was known, what was uncertain, or what was still evolving.
• Share an example from your previous position, in which you admitted when you were in the wrong and used the experience to improve.
• Tell me about a time when you turned a mistake into a learning opportunity. How did you approach it?
• When you have information others need, how do you usually decide what to share and when?
• Could you build trust by being candid about missteps and transparent about next steps?

Transparent

• Tell me about a time when you strengthened team confidence by sharing insights that enabled autonomy or sparked innovation.
• Give an example of when your transparency about a difficult issue helped strengthen employees' trust in you.
• What steps did you take to be transparent about intentions, decisions, and limitations?
• Give an example of how you shared information honestly and avoided hiding or obscuring important details.
• How do you approach sharing information in a way that empowers employees to make better decisions and contribute at a higher level?
• Describe your approach to sharing relevant information transparently to help employees understand the bigger picture.
• Tell me about a time when you were transparent in your decision-making. How did you communicate your reasoning to employees?
• Give an example of how you modeled trustworthiness through transparent decision-making and dependable follow-through.
• What principles guide your approach to providing employees with the information they need to make informed decisions?
• Give an example of when you chose to be transparent about an important update or change. How did you communicate the implications, and how did it affect trust?

Open Communication

• Tell me about a time when you communicated openly about decisions, challenges, and outcomes.
• Give an example of how you reinforced team trust by communicating openly about challenges and lessons learned.
• How do you maintain openness in your reasoning and actions so others can clearly understand your intentions?
• Give an example of how you showed reliability by communicating setbacks openly and addressing them constructively.
• In your previous position, were you are a trusted source of information? How did you communicate updates promptly so employees were never left guessing?
• Give an example of how you promoted clarity. Were you openly discussing context, constraints, and reasoning behind decisions?
• Give an example of how you have built capability by openly sharing knowledge, context, and strategic direction.
• What does being open about your reasoning and intentions mean to you, and how do you typically demonstrate that?
• Share an example from your previous position, in which you communicated truthfully and openly, even when the message was difficult.
• Describe a situation where you chose to be open with employees about an issue instead of holding back information. How did that choice demonstrate respect and trust?

High Standards

• Our customers expect high quality workmanship. Tell me about a time when you earned customer trust by delivering consistently high-quality work.
• Share an example from your previous position, in which you showed commitment to customers by holding your team's work to a high standard of excellence.
• Give some examples from your previous position in which you inspired customer confidence by maintaining excellence across all services and products?
• What is your approach to delivering consistently excellent customer interactions that build trust?
• Tell me about a time when you strengthened customer trust by ensuring your work met established quality standards and was delivered with professionalism.
• Share an example from your previous position, in which you established credibility by meeting quality expectations without exception. What were those expectations? And how did you meet them?
• Do you create credibility by upholding rigorous quality expectations? Give some examples.
• Do you ensure that your deliverables meet or exceed established quality benchmarks? Explain how this reinforces trust.
• How do you approach setting and upholding high performance standards for yourself and the team to reinforce trust?
• Give an example of how you built customer loyalty through predictable, high-standard performance.

Competent

• As a new manager, how would you build customer confidence through meticulous attention to detail?
• Describe how you would be competent in performing the required duties for this department.
• Share an example from your previous position, in which you demonstrated trusted expertise and motivated others to excel.
• Tell me about a time when you upheld high standards of care, precision, and professionalism in a challenging situation. How did that reinforce trust?
• Tell me about a time when you showed strong abilities and were trusted by the team to elevate performance.
• How would your coworkers describe your competence in your role, and what aspects of your work do you think they most appreciated?
• Tell me about a time when you demonstrated trustworthiness by producing work that reflected care, precision, and professionalism.
• Explain how you enhanced customer confidence by consistently delivering accurate, reliable, and high-quality outcomes.
• How would others describe your competence in your role, and what did they rely on you for?
• In your previous role, what did people trust you to handle because of your competence?

Responsive

• Share an example from your previous position, in which you strengthened credibility by responding promptly and consistently to employee needs.
• What steps would you take to address employee concerns promptly ensuring issues are not left unresolved?
• Trust is built by taking swift, appropriate action when employees encounter challenges. Describe a situation where an employee encountered a challenge and you responded quickly and appropriately. How did your actions help build trust?
• Give an example of when your timely and appropriate response to an employee's issue strengthened their trust in you.
• Tell me about a time when you built trust by taking the initiative in solving a problem.
• Explain how you are a trustworthy partner making yourself available when employees need help, especially during high-pressure moments.
• Tell me about a time when you responded quickly to customer issues to maintain trust in the brand.

Accountability

• Share your thoughts on acknowledging errors promptly and take responsibility for correct them.
• How do you check your own performance against the standards you expect from others, and what do you do when you fall short?
• Give an example of how you demonstrated reliability by tracking commitments and ensuring they were completed.
• Share your thoughts on owning decisions and their consequences, whether positive or negative.
• Accountability is impossible without access to meaningful, timely information, and leaders who share that information signal trust, respect, and confidence in their people. Tell me about a time when you built ownership and accountability by sharing the timely, meaningful information employees needed to succeed.
• How do you ensure employees take ownership of their work and understand the impact of their actions?
• Accountability (being accountable and accepting responsibility) can help build trust. Tell me about a time when you took responsibility for an outcome and avoided shifting blame. What did you do, and what was the result?
• Describe how you would address performance gaps in my own work quickly and constructively.

Role Model

• Tell me about a time when your consistent, trustworthy behavior served as a role model for your team.
• Describe your approach to setting the tone and demonstrating the behaviors others should emulate.
• How would you set a positive example for others?
• What steps would you take to be a role model and consistently behave in ways that reinforce trust?
• Describe a situation where your actions set a trustworthy example for others. What made your behavior a model for others to follow?
• How would you work in a way that makes others want to work with you?
• Give an example of how you demonstrated trustworthy, role-model behavior that others could rely on.
• Explain how others have counted on you as a role model.
• Share an example from your previous position, in which you fostered an organizational climate in which leaders/managers were trusted by the employees.

Builds Trust

• What steps would you take to seek to enhance trust in the department?
• Share your thoughts on behaving in ways that build trust.
• Give an example of how you have engaged in efforts to strengthen trust among team members.
• Have you encouraged employees in the department to trust one another?
• Give examples of how you have built strong relationships that were resilient in times of crisis.
• How would you build a high-trust work environment that enables risk-taking and innovation?
• Give examples of how you built trust by communicating openly about decisions, challenges, and organizational priorities.
• How would you conduct work-unit meetings that serve to increase trust and mutual respect among work-unit members?
• As a new manager, how would you build and maintain the trust of others?

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