In this episode, Erik breaks down how to earn trust, build consensus, and handle the uncomfortable conversations that come with stepping into leadership when the room isn’t exactly rooting for you.

❓ The Big Question

How do you earn trust and lead effectively when your team believes someone else should have gotten your job?

💡 Key Takeaways

• You don’t owe anyone an explanation for why you got promoted—stop trying to justify it.
• Trust is earned daily, not given with the title.
• Ideas are easy; execution with people is the hard part.
• Building consensus doesn’t mean everyone agrees—it means people feel heard.
• Difficult conversations get easier when you’ve agreed upfront on “rules of engagement.”

🧠 Concepts, Curves, and Frameworks

• Earn, Don’t Explain → Drop the impulse to validate why you were chosen.
• Consensus vs. Compliance → Build buy-in by involving people early.
• Rules of Engagement → Ask your team how they want feedback, accountability, and tough conversations handled.
• Celebrate, Then Lead → Recognize the win, but quickly shift to responsibility.

🔁 Real-Life Reflections

• Erik shares the painful mistake he made after his own promotion—spending years trying to prove he was the right choice instead of simply leading.
• A story of a CEO who won long-term trust by listening for months before making changes.
• A reminder that it’s never too late, even if you’ve been in the role for years, to go back and ask your team the questions that establish trust.

🧰 Put This Into Practice

• Schedule one conversation this week to ask a direct report:
  • What’s working for you here?
  • What’s not working?
  • How do you prefer to receive feedback?
  • How do you want to be held accountable?
• Pick one difficult conversation you know is coming. Use the “rules of engagement” to frame it.
• If you’ve been leading for a while, re-open the door with a simple apology: “I should have asked you these things earlier. Can I ask them now?”

🗣️ Favorite Quotes

• “You don’t owe anybody an answer—you literally didn’t hire yourself.”
• “The ideas are simple. The hard part is leading people to execute those ideas.”
• “Consensus isn’t about everyone agreeing—it’s about everyone feeling heard.”
• “Trust is earned when people see their input mattered, even if the final decision wasn’t theirs.”