Science. Proven. Measurable. Actionable.
30 seconds — and your team applies the psycho:logic of trust.
Identify and prioritise all your trust equity. Activate it.
Trust isn’t an amorphous “thing” no one can grasp.
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We always trust for clear reasons — reasons our minds sort into six distinct psycho:logical categories.
Think of them as your Six Buckets of Trust® to fill.
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Every reason, big or small, adds up — from the basic need-to-trust-fors to the highly valuable would-love-to-trust-fors.
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To build more trust effectively, you need to know which of the six trust categories and reasons are most trustworthy.
And deliver on them across all interactions to create the value that shifts decisions.
Developed and proven with Professor Wilhelm Salber, the father of the most modern psychology. Proven to drive 80% of client KPIs.
Intuitive. Authentic. Dare we say fun?
TrustLogic® — Fill your Six Buckets of Trust.
Watch the three minute explainer and example video
The Six Buckets of Trust.
1. Stability Trust — “Why can I trust in your stable foundation?”
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Definition: Stability Trust answers the question: Why can I trust you to have built a strong and stable foundation? It reflects your history, continuity, and proven reliability over time.
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Key Signals:
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Longevity and track record
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Size and scale of operations
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Financial soundness
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Long-term client relationships
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History of navigating crises successfully
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Example: A firm founded in 1843 that has served 10 million clients demonstrates strong Stability Trust because it shows endurance and reliability over decades.
Psychological Role: This bucket satisfies our primal need for safety and predictability. Without Stability Trust, all other forms of trust feel risky or temporary.
2. Development Trust — “Why can I trust in your continued success?”
Definition: Development Trust reflects your ability to evolve, innovate, and remain future-ready. It’s about progress, learning, and adaptability.
Key Signals:
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Ongoing investment in R&D or training
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Evidence of innovation and new ideas
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Clear forward strategy and milestones
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Openness to change and improvement
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Example: An organization investing $15 billion annually in R&D and registering 500 patents each year shows high Development Trust—it proves a commitment to continuous evolution.
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Psychological Role: This bucket fulfills our desire for growth and relevance. It reassures others that you will not stagnate or fall behind.
3. Relationship Trust — “Why can I trust you to relate well to me?”
Definition: Relationship Trust is about interpersonal quality—the tone, empathy, and authenticity of your interactions. It defines how it feels to work with you.
Key Signals:
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Genuine interest in others
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Empathy and active listening
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Mutual respect and reciprocity
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Long-term collaboration and care
Example: A leader who invests time to understand clients’ goals and celebrates their successes builds Relationship Trust through empathy and shared purpose.
Psychological Role: This bucket meets our social need for connection and belonging. It determines whether people feel emotionally safe and valued in their dealings with you.
4. Benefit Trust — “What benefits can I trust you to provide?”
Definition: Benefit Trust focuses on the tangible and intangible value others receive from engaging with you—results, outcomes, and rewards.
Key Signals:
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Clear, measurable benefits or ROI
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Efficiency, savings, or performance gains
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Personal or professional growth outcomes
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Client success stories and testimonials
Example: When a consultant helps a client cut operational costs by 25%, that measurable gain fills the Benefit Trust bucket.
Psychological Role: This bucket satisfies the need for reward and reciprocity. It answers the subconscious question, “What’s in it for me?”
5. Vision Trust — "What vision and values can I trust you to strive for?"
Definition: Vision Trust expresses your higher purpose, ethics, and societal contribution. It answers why you do what you do and what values guide your actions.
Key Signals:
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Clear mission and purpose statements
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Evidence of ethical behavior and social impact
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Support for community or sustainability causes
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Transparent decision-making aligned with values
Example: An organization that donates $5 million annually to community development and commits to net-zero emissions by 2035 builds strong Vision Trust.
Psychological Role: This bucket addresses our moral and aspirational instincts. People want to align with those whose values they respect and share.
6. Competence Trust — What competencies can I trust you to have?"
Definition: Competence Trust is about skill, expertise, and the ability to deliver. It answers whether you have the tools and know-how to achieve your promises.
Key Signals:
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Technical mastery and specialization
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Awards, certifications, or published thought leadership
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High-profile clients or complex projects
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Evidence of problem-solving and creativity
Example: A professional who has delivered successful projects in 40 countries and received multiple industry awards demonstrates strong Competence Trust.
Psychological Role: This bucket fulfills the need for confidence in performance. Without Competence Trust, even good intentions or strong relationships may not lead to results.
“Building more trust is easier and faster than most expect.
Clients rarely use more than a fraction of their existing and ever-growing trust equity.
We help them identify, prioritise, and activate it — for quick, measurable gains.”
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— Stefan Grafe, CEO & Founder, TrustLogic®