Galford

"Galford and Drapeau recommend redoubling efforts to ensure senior managers are truthful with employees, admit when they don’t have or cannot provide critical information, and religiously honor their commitments to provide the information when it is possible to do so. This is all good advice, assuming that you follow through and promote those who practice it and remove those who don’t."

"Galford and Anne Siebold Drapeau identified five simple ways to destroy trust in any organization:122 1.   Inconsistent messages—management proclaims one thing, actually does another 2.   Inconsistent standards—people feel that they are being treated differently because of where they work, which legacy organization they came from, etc. 3.   Misplaced benevolence—ignoring a poor performing or untrustworthy manager, or employee 4.   “Elephants in the parlor”—ignoring the role that office politics actually plays in their organization 5.   “Rumors in a vacuum”—senior managers embargo all information, or greatly restrict its flow—i.e., to only certain levels of management—during complex initiatives, merger discussions, restructuring, etc."