Consistency: Develop & Sustain It
Consistency is one of the most valuable traits a manager can possess. It is the foundation of trust, the bedrock of reliability, and a key driver of performance.
At Harvard, Joseph Zender and Jack Folkman conducted a study on trust and found that there were three clusters of traits that are essential to trust. In their 2019 article they identify the three elements of trust: positive relationships, good decision-making, and consistency. The study showed that trust drops around 20% when consistency is absent.
When managers are consistent in their behavior, they increase the stability and productivity of the team. But what constitutes consistency, and how can managers develop it?
What Does Consistency Mean for Managers?
Consistency means showing up in a predictable and reliable way over time with alignment between a manager’s words, actions, and decisions. These are three key areas:
Behavioral Consistency: Acting in a manner that reflects your values and expectations, regardless of pressures or challenges.
Communication Consistency: Delivering clear, regular, timely, and transparent messages, ensuring that the tone and content align with organizational goals and values.
Decision-Making Consistency: Applying policies and principles inclusively and equitably, avoiding favoritism, and ensuring fairness.
Consistent managers make it easy for employees to feel secure. They know what to expect and trust their manager to deliver on promises, collaborate, communicate, and innovation.
How Do Managers Develop Consistency?
Building consistency takes intentionality and self-awareness. Here are five strategies to help managers develop this essential trait:
Clarify Your Core Values and Expectations – Managers who are clear about their personal values and team expectations can better align their actions with their intentions. Take the time to define what matters most to you as a leader and communicate these priorities to your team.
Model Desired Behaviors - Consistency begins with example. Show up with the same level of commitment, professionalism, and attitude you expect from your team. Whether it is punctuality, meeting deadlines, or maintaining a positive attitude, modeling these behaviors reinforces their importance.
Communicate Openly and Frequently - Miscommunication can erode trust. Consistent managers prioritize regular communication, communicate more than they think they need to ensure employees understand goals, changes, and expectations. Even in challenging situations, honesty and transparency strengthen credibility.
Be Fair and Equitable - Avoid playing favorites or making decisions based on personal preferences. Treat similar situations, similarly, and when exceptions are necessary, explain the reasoning behind them to maintain trust.
Seek Feedback and Adapt - Consistency does not mean rigidity. Take time to reflect on your behavior and decisions. Seek feedback from peers, mentors, and team members, and adapt as needed to align with changing circumstances while maintaining fairness.
Managers who embody consistency create teams where employees feel valued, respected, and motivated. When employees trust their manager to act predictably and fairly, they are more likely to engage fully, take initiative, and contribute to the team’s success.
Consistency is not about perfection but about reliability.