Trust Building
One of the 24 workplace behaviors Kinetry measures on a recurring cycle — monthly for most teams — in the Influence & Development category.
Demonstrates integrity, competence, and benevolence so others willingly rely on and confide in them.
The Influence & Development category asks: does this person make other people better — through trust, coaching, and influence without authority?
Raters judge how consistently they see defined, observable signs of trust building — behavior in the work itself, not personality or likability. One of them:
- Keeps commitments and is transparent about limitations
That's 1 of 3 observable signs for this behavior — raters see the complete set on the rating form, beside the definition, every cycle.
Trust Building is scored every measurement cycle — monthly for most teams — by several raters around each person in 360 mode, or by one consistent outside advisor in single-assessor mode. The same fairness rules apply as everywhere in Kinetry: rater minimums before an individual score is shown, “not observed” is a first-class answer, and an unmeasured behavior is never treated as a zero. The full rules are public at How scores are protected.
- In the Kinetry Pair Model — for every pair of teammates, trust building is classified as a super sync (both strong — joint work compounds), a shared gap (both fall short — neither compensates), or complementary (one covers the other), feeding the Team Relationship Map and each pair's Pair Reading.
- In the Kept-Commitment Method — when someone commits to work on trust building and keeps that commitment, Kinetry compares how the behavior moved by the next cycle against behaviors where commitments weren't kept. The full procedure, floors, and limits are published at the Kept-Commitment Method.
- Over time — each person's trust building score is a reading every cycle, not a one-time label — comparable because the definition never moves.