past-now-futureWithout doubt, one of the hot topics in the world of business for the past few years and still hot today is Disruption.

This rather odd concept that has both the potential to be a threat and an opportunity, depending on your context and positioning, is in reality not all that new.

For years now we’ve all heard (and experienced) the reality that change is constantly in our life. What this really means is…

Disruption is in fact the default position of everyone’s personal and professional life

If you don’t get that, you’re definitely on the ‘threat’ side of disruption!

Whether it’s proactive or reactive change, whether you’re the disrupter challenging the status quo, or whether you’re swept up in the tide of constant change calling for a return to the ‘good old days’ (good luck with that one), there is a vast range of evidence pointing to the conclusion that…

Trust is key to proactively managing the opportunities and threats of disruption.

The notion that when trust is at risk, everything is at risk is also nothing new. However, at this point in time, while change is constant, it’s the significance of the changes in people’s personal and professional lives, and the sheer volume of change on a global scale impacting people on a very local and personal level, that has seen world authorities reporting that “We are at a Global Tipping Point of trust” (World Economic Forum) and Trust globally is in decline and this will have serious impacts on every government and business initiative (Edelman Annual Global Study On Trust).

Intentionally Managing Disruption

To better proactively handle or manage disruption in our professional and personal life roles, we can equip people to be upgrading their skills and competence; we can teach them to see patterns of behaviour, activity, results and feedback that point to potential opportunities and threats; we can coach them on being more creative and innovative; and we can help them to be more resilient and self-determined.

However, one of the real opportunities is creating opportunities for people to be more open to collaborate with others to fast track the journey through disruption; and here’s the key…

Collaboration requires trust.

triangle of three trusts newIt requires the confidence of self-trust, the courage to trust in others, and the character plus competence combination required to earn the trust of others.


This is where the Intentionomics Trust Model provides a blueprint for building trust to better manage the opportunities and threats of disruption.

Intentionomics Trust Model - ClassicWhen we are clear on our intentions (what we want for, not just what we want from) all stakeholders we impact in our professional and personal life, we can then become very clear and intentional about what we can and can’t promise these stakeholders, which allows us to intentionally focus on strategies and activities that will help us to live up to and deliver on those promises and on our intentions.

This is what leads to intentional results.

The Intentionomics Trust Model provides clarity about what are the intentional, expected and desired results toward which we will work in a constantly disruptive world. Whether we’re proactively and intentionally driving the disruption, or whether we’re reactively trying to manage the opportunities and threats of disruption being driven by others.

There is very little in our life that is ever achieved without others. For this reason, although once again, it may not be anything new, but it is certainly just as important today and perhaps more than ever before, if we take trust for granted, and are not proactively and intentionally focused on earning, building and maintaining trust relationships, disruption will always look more like a threat to avoid than an opportunity to seize.

Warmly, David

Conference Speaking & Masterclass Programs: And don’t forget, I always welcome your feedback and if you’d like to have me present at your next conference on sales, customer service, leadership or success and how intentional trust can make all the difference, or if you’d like to explore how we can work together to boost your team’s success, let’s catch up to see what we might be able to do together.

Executive Mentoring: If you’d like to join my limited and exclusive group of personal executive mentoring clients, now’s the time to do so. Because of my ongoing conference speaking and corporate education commitments, I only have a limited number of spaces available, and you can learn more about my personal executive mentoring process by clicking here or give me a call at my Sydney office on 02 9546 2492.