Trust Before Tactics

“No significant learning [or change] occurs without a significant relationship.” — Dr. James Comer

We often think successful change starts with strategy—logic models, SMART goals, and backwards mapping. And while those tools are critical, they won’t lead to meaningful change on their own. 

The common assumption is: if we build the perfect plan, results will follow. But the reality is that even the best plans fail without trust. Relationships aren’t a supplement to strategy—they’re the foundation. 

Without trust, there’s no buy-in. And without buy-in, there’s no change.

School improvement efforts fail for many reasons. Sometimes it’s a lack of planning. Other times, it’s because we’ve chosen the wrong leverage point or failed to understand the full complexity of the context. But more often than we admit, improvement efforts stall because the people involved don’t trust each other—or the process. 

As we shared in a previous blog, co-creation is one way to build that trust. When educators are part of shaping the plan, they’re more likely to believe in it, invest in it, and carry it forward. Trust isn’t a bonus - it’s a requirement.

What Relationships Really Mean

In education, we sometimes confuse “relationship” with “rapport.” Knowing someone’s favorite coffee order isn’t enough. Real relationships require trust, and trust is built through consistency, transparency, and care. As Stephen Covey explains in The Speed of Trust, trust increases efficiency. Without it, everything takes longer and costs more—emotionally and strategically.

How Trust Drives Change

Trust isn’t just “nice to have.” It’s the fuel that powers adaptive change. Here’s how:

1. Trust creates safety for risk-taking.

• For School Leaders: Staff won’t try new strategies if they’re afraid of being judged. When leaders consistently follow through and own their mistakes, trust grows.

• For Coaches: Teachers are more open to feedback when they know it comes from someone invested in their personal growth, not just the results they can provide for the school.

2. Trust supports honest reflection.

• For Leaders: Vulnerability from leaders (“Here’s something I struggled with…”) invites the same from staff. To be imperfect is to be human, and it can be easier to trust others when we see their humanity through vulnerability. 

• For Coaches: The best coaching happens when teachers feel safe saying, “I don’t know what to do next,” and they only feel safe to do so when they trust their coaches.

3. Trust accelerates implementation.

• For Leaders: Teams move faster when everyone knows the plan and the reasosn for the plan - basically, when there’s no second-guessing motives.

• For Coaches: Teachers don’t waste time wondering if your support is evaluative. They know your feedback is meant specifically for them and their growth, and they use it to move forward.

How We Model This as Consultants

At Compass, we lead with relationships. We meet people where they are, we listen first, and we build shared purpose before we suggest change. That means:

• Co-creating plans with teacher and leader voice

• Prioritizing trust-building in early site visits

• Modeling coaching that values vulnerability and strengths

• Being present and responsive, not just providing tools

We believe relationships aren't just a way to “smooth” change. They are the change.

How do you build trust in your leadership or coaching role? What’s one action you’ve taken that deepened a professional relationship?