Building Trust and Credibility: A Key to Success in Any Career
5 minute read
In my career, I’ve had to be scrappy. I started in accounting, realized it wasn’t the right fit for me, and pivoted to a new role as an administrative assistant where I worked my way up to Director of People Operations by the time I was 30. Looking back on my journey, I can confidently say that one key element has kept me on track: understanding the wants, needs, and motivations of the people I work with.
Reflecting on how I’ve reached this point, I’ve realized that it’s not just about technical skills or experience—although those certainly help. What truly set me apart was my ability to connect with people at all levels, from entry-level recruits to the CEO. This has made me versatile and effective as a leader, and it’s something I believe anyone can apply in their career, no matter the field.
Overcoming Early Challenges
When I started in HR, I faced several challenges. For one, I didn’t have much credibility in the field. I was learning as I went, supplementing my on-the-job training with certifications like the SHRM-CP and eventually earning my master’s in HR.
Another challenge I faced was being a woman in a male-dominated industry. And for many years, I was often the youngest person in the room.
I realized early on that I had to figure out how to be useful, not just busy. I had to understand how the people I worked with operated, what they valued, and how I could make their lives easier. In doing so, I built trust and credibility, which allowed me to make a meaningful impact.
The Power of Empathy: Understanding People’s Motivations
The key to success, especially in a people-focused role like HR, is understanding what motivates others. At the heart of it, my job was to balance the needs and desires of both employees and leadership. It wasn’t enough to just focus on one side of the equation; I had to understand both perspectives deeply to navigate challenges effectively.
For example, if I wanted to implement a new HR policy, I had to consider how it would affect everyone—from the staff, who might have concerns about how the change would impact their daily work, to the C-suite, who was primarily focused on how the policy would affect the company’s bottom line and long-term goals.
By understanding both sides, I could position solutions that satisfied everyone’s priorities, aligning people’s needs with organizational goals. This approach has allowed me to navigate complex situations and create meaningful change within the companies I’ve worked for.
Building Credibility Through Consistent, Genuine Actions
One thing I’ve learned over time is that credibility doesn’t happen overnight. It’s built slowly, through consistent and genuine actions. The more I worked to understand the people around me, the more I was able to create real trust. And the more trust I gained, the more influence I had in shaping the company’s strategy and culture.
This isn’t unique to HR—regardless of your role, if you want to be an effective leader, you need to understand your people. Whether you work in marketing, finance, operations, or any other area, building credibility with your team will make you more effective in driving change and achieving goals.
Key Takeaways for Aspiring Leaders
Even if you don’t work in Human Resources, there are key lessons you can take away from my experience to help you become a more effective leader:
Know Your People: Take the time to understand what motivates your team members. Whether it’s career advancement, work-life balance, or the need for more collaboration, knowing what drives your people helps you create an environment where they can thrive.
Build Trust Through Action: Trust is earned, not given. Make sure your actions align with your words, and be consistent in following through on your commitments. When people trust you, they’ll be more willing to collaborate and follow your lead.
Balance Competing Priorities: In any organization, there are often competing needs—whether it’s the needs of your employees versus the needs of the organization or the demands of various departments. A good leader understands all perspectives and finds ways to bring them together for a unified solution.
Be Patient and Persistent: Building credibility takes time, and the process of creating meaningful change doesn’t happen overnight. Be patient, stay committed, and continue to build your knowledge and relationships. Over time, your efforts will pay off.
Adaptability is Key: The ability to work with people from all walks of life and adapt to different personalities and situations is crucial. Being versatile in your approach allows you to connect with a wide range of people and be effective in a variety of contexts.
At the end of the day, what made me successful in my career wasn’t just the technical skills I developed, but the emotional intelligence I cultivated through understanding people. In every organization I’ve worked with, I’ve used this approach to build trust, break down silos, and drive meaningful change.
Whether you’re in HR or any other role, understanding people—what they want, what they need, and what drives them—can help you become a more effective leader and achieve greater success in your career. The path to success is rarely straightforward, but with the right mindset and approach, you can build credibility, trust, and influence in any organization.
