Coming up
Why high-performing teams prioritise trust over talent and how to measure the unmeasurable.
Before we start
Before we get into this weeks newsletter, I wanted to remind you of my new ‘Thrive Under Pressure Programme’ launching May 20th.
(Thank you to everyone who’s already signed up for the waitlist!)
After 20+ years negotiating in life-or-death situations, I've distilled everything into one programme.
Over 8 weeks (for 90 minutes each week), I’ll teach you the distilled, no-fluff version of everything I’ve learned and taught to high-performers in the most intense situations, even when lives are on the line.
If you’re serious about making better decisions, having better conversations, or negotiating better deals, then this is your chance.
Join the waitlist now to get early access (I'll be sharing more details in the coming weeks!)
Tip of the week
So here's a question I asked my military colleagues years ago:
"Would you rather work with someone highly skilled who you don't trust, or someone less skilled who you trust completely?"
Without hesitation, they chose trust over skill every time.
This wasn't theoretical.
For them, the wrong teammate could literally get them killed.
The same principle applies in your workplace, just with different stakes.
Over the years, I've noticed organisations constantly fall into the same trap:
They obsess over measuring performance while completely neglecting trust.
The Navy SEALs have a brilliantly simple way of thinking about this.
They ask two questions:
- "Can I trust you with my life?" (performance)
- "Can I trust you with my money and my wife?" (character)
The high-performing/low-trust person is the most dangerous teammate possible.
They'll deliver results... until the moment when everything falls apart.
Most organisations have it backward.
They treat performance as the foundation and trust as a nice-to-have.
Here's what actually works (based on my experience):
- Hire primarily for trust and character
- Train for skill and performance
- Measure both independently
When organisations focus exclusively on performance metrics, they unintentionally create cultures where people hit their numbers at any cost - including undermining colleagues, hoarding information, and making short-term decisions that damage long-term success.
High-trust environments, by contrast, create the psychological safety needed for honest communication, appropriate risk-taking, and true innovation.
Question for you
Think about your most effective team experience.
Was it high-performance that made it work, or high-trust?
What specific behaviours built that trust?
And how could you bring more of those behaviours into your current team?
Worth checking out
A brilliant companion piece to today's newsletter would be this short 2 minute video from Simon Sinek on “Trust vs Performance”.
Give it a watch 👇
Until next week,
Scott
P.S. If you enjoyed my Sunday Times bestseller, Order Out of Chaos, you’ll love my follow-up, Eye of The Storm, out May 8th, 2025.
Take advantage of early bird discounts and pre-order your copy here.
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