Trust Alliance Principles (TAP) Assessment


Trust is a “dynamic, interpersonal link between people, with unique implications for the workplace”, and is most meaningful in those situations where risk or vulnerability is present (Bligh, 2017). Assessing the trustworthiness of your organization is not only informative, but serves to foster discussion about trust at all levels. Our Trust Alliance Principles (TAP) Assessment allows your organization to self-assess its current level of trust based on Trust Across America’s 12 core trust principles and to create a plan to address any gaps that are identified.

To use the TAP Assessment:

1) RATE how consistently your organization demonstrates each of the 12 TAP principles.
2) ACTION: Develop an action plan to improve the areas of concern.


The TAP Assessment can be used by all leaders and managers in the organization.


Trustworthy managers who are considerate of their employees and treat them fairly, make their actions and the reasons for their actions known, and who make quality decisions are more likely to be trusted (Bligh, 2017). Employees’ willingness to trust a manager is not simply related to the length of their relationship; trust can be much more dynamic and spontaneous (Bligh, 2017) and requires constant effort and monitoring to ensure that a trustworthy relationship is created and maintained in an organization.

If you can ensure a high level of trust, then you can ensure an effective working environment and a competitive advantage for your organization. Trust has significant implications for individual and organizational performance; Research shows that trust has a positive relationship with job performance, job satisfaction, and commitment, and is linked to high organizational citizenship behaviors (OCBs) – including altruism, conscientiousness, courtesy, and sportsmanship (Bligh, 2017). Organizations experience improved financial performance, greater labor productivity, and greater product/service quality when they have higher levels of trust (Brown, Gray, McHardy, & Taylor, 2015), meaning that increased trust in your organization is a win for everyone.


1) RATE how consistently your organization demonstrates each of the 12 Trust Alliance Principles:

  • 7 = We always demonstrate this principle; every day, at every level, in every situation
  • 5 = We usually demonstrate this principle
  • 3 = We sometimes demonstrate this principle
  • 1 = We rarely demonstrate this principle 
  • 0 = We never demonstrate this principle
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2) ACTION: Develop an action plan to improve the areas of concern.


  • Candid feedback and insight from employees and stakeholders on levels of organizational trust

  • Specific action plan to improve the areas of concern

  • A transparent and reusable process to gauge trust of employees


This model will enable:

Quality – Ensure your organization is engaging in trustworthy practices and identify the gaps where there is room for improvement.

Efficiency – Quickly gain valuable insight from your organization and discover the areas where improvement is needed.

Engagement – Gain valuable, candid feedback from your organization and follow their guidance to increase trust and transparency in your leadership practices.

Agility – Easily re-assess in the future and use the current assessment results and accompanying discuss as a baseline to gauge improvement.



Bligh, M. C. (2017). Leadership and trust. In J. Marques & S. Dhiman (EDs.), Leadership Today: Practices for Personal and Professional Performance (21–42). Springer International Publishing.

Brown, S., Gray, D., McHardy, J., & Taylor, K. (2015). Employee trust and workplace performance. Journal of Economic Behavior & Organization, 116, 361–378.

Trust Across America. (2018). Tap into trust.