The leader visibility plan - how to build trust from day one

A lot of leaders assume they’ll build trust just by being in the role. But trust isn’t given; it’s earned.

When a new leader steps into a role, one of the biggest risks is staying too insular. Only talking with direct reports, focusing on business objectives first, and assuming trust will come with time. Unfortunately, this rarely works.

I'll say it again: trust isn't given, it's earned. And the best path to gain that trust is through visibility.

Here’s how HR and comms teams can help leaders create an effective visibility plan that builds trust and strengthens engagement from day one:

Expand the conversation beyond the inner circle

Most leaders default to meeting with their direct reports and calling it a day. That’s a mistake.

Employees don’t build trust through secondhand updates. They build it through direct interactions.

A strong visibility plan isn’t about grand gestures; it’s about consistent, two-way conversations that make leadership feel accessible. That could look like:

• Skip-level conversations—not just a single meeting, but ongoing check-ins that give employees a voice.

• Small-group discussions with managers to understand what’s actually happening on the ground.

• Team-wide touchpoints where leaders listen more than they speak.

Not every leader needs to do all of these, and not every company needs the same approach. But the goal remains the same: make it easy for employees to engage with their leaders, not just hear about them.

Leaders should communicate their “why” clearly, early & often

Employees really want new leaders to answer three key questions when taking on a new role:

• Why did they take the role?

• Why are they the right person for it?

• What’s their immediate focus?

Building trust isn’t about rolling out a full-blown strategy on day one. It’s about building credibility through clarity. 

Leaders should be able to articulate what they’re focused on learning, what they’re listening for, and how they plan to approach their first months in the role.

HR and comms teams play a critical role in helping leaders frame that message effectively. Whether it’s through a well-crafted intro email, a town hall Q&A, or informal conversations, making the message intentional helps set the tone for everything that follows.

Authenticity matters, but it needs to be intentional

Leaders don’t always realize when they’re creating distance. It’s not usually intentional, but employees pick up on it fast.

I once worked with a CEO who struggled to connect with his workforce. He was accomplished, smart, and well-meaning—but completely out of touch. In meetings, he talked about exclusive vacations, referenced high-profile connections, and casually mentioned luxuries that were far beyond his employees' reality.

Instead of inspiring people, he alienated them.

This isn’t about telling leaders to be “just like everyone else.” That’s neither realistic nor necessary.

But employees want to follow people, not just titles.

One of the simplest ways to build that connection is through shared experience—moments where a leader can say, Here’s when I struggled. Here’s how I grew. Here’s what I’m still learning.

Authenticity doesn’t mean oversharing, forcing relatability, or manufacturing vulnerability.

It just means being self-aware enough to recognize when a little openness could bridge the gap. And for leaders who truly want to build trust, that’s a gap worth closing.

The bottom line: Visibility = Trust

• Leaders can’t afford to be invisible in their early days.

• A well-thought-out visibility plan makes all the difference.

• HR and comms teams play a crucial role in helping leaders communicate with clarity and authenticity.

The leaders who do this don’t just lead positions—they lead people. And that’s the difference.

What’s one thing you’ve done to help a new leader integrate successfully? Hit reply (or email me at BTM@culturecatalystcomms.com)—I’d love to hear your take.

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