What To Change — Human Skills: Trust

You've committed to change — now comes the trap most plans fall into: motivation is an emotional state, not a character trait (Witte et al., 2024). It will be high some days and gone the next. You can't rely on it.

What you can rely on is design. The book's quest strategy: make the first step something you are guaranteed to achieve, then let each look back — "look how far I've come" — power the next step. In a few minutes you'll leave with a change, a can't-fail first step, and a plan for momentum.

About 5 minutes · Everything stays on this screen — nothing is saved or sent.

Step 1 · Name your change

What do you plan to change to help repair trust with your team? Tap one that's close, or write your own.

Step 2 · The can't-fail first step

Your change:

That's the top of the hill. Now the only thing that matters is the first stride. Write the very first step you'll take:

Now run it through the First-Step Test — tap each statement that's true of what you wrote:

It depends only on me.
No approvals, no committee, no waiting on anyone else.

I could do it within a week.
Not "starting soon" — actually done, seven days from now.

I'd know for certain it happened.
Someone could ask "did you do it?" and the answer is a plain yes or no.

Step 3 · Momentum and perspective

Two more pieces make the quest work:

Your look-back line

When the first step is done, what will you say to yourself before starting the next one? (The book's research: recalling wins is what refuels motivation.)

Your outside perspective

After a while, we go blind to our own workplace — like a sticky note left on the door for a month. Whose perspective will you invite on how the change is landing?

Your plan · Copy it into the book

Open the What To Change reflection in the book and write this in — ink makes it real. Then, when you've taken the first step, come back to the page and add the date.