Trust in Leadership: How Adam Malone Sustains High Performance | Ep. 159

Episode 159 Frederick Dudek (Freddy D)

Trust in leadership drives everything—and Adam Malone explains why it’s the linchpin of sustained high performance. In this episode, Adam breaks down a practical, three-part trust model—empathy, authenticity, and performance—and shows leaders how to inspire reciprocal trust so teams truly operate with autonomy, speed, and accountability. You’ll hear how “window-and-mirror” leadership creates superfans on your team, why trust is contextual (not universal), and how to design systems that separate inspection from curiosity to fuel long-term results. Adam also shares a real-world turnaround where empowering directors—supported by a trust-first performance cadence—transformed operations from fear to flow. If you lead people (or want them to become your loudest advocates), this conversation gives you the playbook to build trust that lasts beyond the next sprint.

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Key Takeaways

• Trust = Empathy, Authenticity, Performance: Adam’s three-part model clarifies what to grow—and measure—for sustained results.
• Reciprocity beats “I empowered you”: Leaders must also inspire teams to trust them, or “empowerment” turns into CC-everything fear.
• Window in wins, mirror in losses: Protect the team when it’s hard; share credit when it’s good—trust skyrockets.
• Trust is contextual: You can trust someone with secrets—but not your kids. Design roles and guardrails accordingly.
• Systems over heroes: Build processes that allow empowered execution and visible inspection—without fear.
• Recognition creates superfans: Publicly celebrate individuals; the whole team’s belief and momentum compound.
• Curiosity + inspection, not either/or: Separate idea-time from plan commitments to unlock innovation without sacrificing delivery.

Guest Bio

Adam Malone is an operations and supply-chain executive turned leadership consultant focused on building trust-driven, high-performance cultures that last. After exiting corporate in May 2024, Adam now helps leadership teams operationalize empathy, authenticity, and performance to scale sustainably—without fear-based management. Connect with him on LinkedIn at “Adam Malone Speaks.”

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Freddy D’s Take

Adam’s trust framework maps directly to ecosystem performance: when leaders model empathy and authenticity, teams self-correct and execute at pace—no micromanaging required. I loved his “window in wins, mirror in losses” approach; it’s exactly how you convert employees into superfans who’ll “walk through glass” for the mission.