7 in 10 people worldwide now say they are unwilling or hesitant to trust someone who is different from them 🌍
That is the headline finding of the 2026 Edelman Trust Barometer, released this month. And for anyone leading through transition, it should stop you in your tracks
Edelman calls this "the retreat into insularity." Not just polarisation. Not just grievance. A deeper turn inward, where difference itself has become a prerequisite for distrust🔻
A few numbers worth sitting with:
📉 Only 32% globally believe the next generation will be better off. In Singapore, Thailand, India and China, that figure has fallen by double digits in a single year
⚠️ 67% of employees worry about losing their job to a looming recession. 66% worry about tariff and trade conflicts hurting their employer. Both are all-time highs
🏛️ In 15 of 26 countries, fear that foreign actors are contaminating domestic media with disinformation has hit a record high
🤝 Yet in the middle of this, one institution stands apart. My employer is trusted at 78% globally, trusted in 27 of 28 countries measured. It is the single most trusted institution in the world right now
That is not a soft finding. It is a mandate 🎯
When national governments lose 16 points of trust, major news organisations lose 11, and foreign business leaders lose 6, employees are gaining trust in their coworkers (+11), their neighbours (+11), and their CEO (+9)
The circle of trust has contracted, and the workplace is inside it
For every CEO, CHRO and board member reading this, three implications stand out:
1️⃣ Your employees are now your most credible channel to the outside world. Treat internal communications as external strategy
2️⃣ Trust brokering, the ability to bridge groups who distrust each other, has become a core leadership skill, not a soft one. 75% of people say CEOs should consult those with different values and backgrounds when making decisions
3️⃣ In transitions, the CEO who acknowledges difference will outperform the one who demands alignment
Perfect alignment is no longer a realistic prerequisite for trust. Acknowledgement is
🔊 But don't take my word for it, take it from a recent client of mine. A General Counsel of a semi government company was keen to hit the ground running, right from the outset. What followed was an executive transition coaching programme. Her feedback is as follows:
💬 “I engaged Navid on a programme of coaching to support me during a transition into a new executive role. We quickly established trusted rapport, he had deep understanding of the size and shape of challenges faced and held an open and non-judgemental space for my thinking. If you are an executive seeking executive support in directing and leading transformation in yourself and others, Navid is your essential partner.”
#MasteringExecutiveTransitions #TransitionIQ #Trust
About Navid Nazemian
Ranked as the world’s #1 Executive Coach by CEO Today for the third year running, I partner with senior leaders to navigate complexity, accelerate performance, and lead through critical transitions. Over the past two decades, I’ve supported hundreds of executives in overcoming unproductive thinking and solving their most complex leadership challenges—helping their organizations build world-class cultures and create lasting value.
If you’d like to reflect on a leadership challenge, an upcoming transition, or how I might support you, you’re very welcome to reply directly to this email.
You can also:
1. Connect with me on LinkedIn for additional leadership insights
2. Explore my international best-selling book "Mastering Executive Transitions: The Definitive Guide" described by Dr. Marshall Goldsmith as “THE ultimate guide to executive transitions to help leaders achieve their highest potential”
3. Enrol in my newly launched e-Learning programme Mastering Leadership Transitions - my transition methodology in a self-paced format for leaders at every level
4. Work with me on a per-session basis via EveryExpert - a flexible alternative to a full coaching engagement, starting with a complimentary 15-minute Chemistry Call
What's Next? More insights on leadership, transitions, and executive effectiveness are coming your way next week. I’d genuinely value your perspective—feel free to share your reflections by replying to this email. I read every response.
Navid
