The structural conditions behind organizational performance
Organizations are getting smaller and faster, AI is absorbing execution, and the human variable that remains, whether people bring their best, has never mattered more. Yet the instrument leaders use to manage it, the engagement survey, measures the consequence of conditions rather than the conditions themselves. Thirty years of measurement, no improvement.
Trust, an individual's confidence that they can achieve their own objectives by working within the organization, compounds or decays through five structural drivers: Competence, Fairness, Reciprocity, Identity, and Transparency. Each is observable. Each is improvable. Together they determine whether ambition inside your organization compounds together or competes.
How to diagnose trust (the signals framework, the thirty-day diagnostic, the five diagnostic conversations), how to strengthen it deliberately, and why the leaders who manage these conditions, rather than chasing their downstream metrics, build the organizations that endure.
The opening of the book in full: the Lumis story, why trust behaves like infrastructure rather than sentiment, the definition the rest of the book rests on, and the five structural drivers. It is where the argument starts, and it stands on its own.
Copies for a leadership team, an offsite or a whole department, with author-signed bookplates where the timing allows.
Ask about bulk ordersThe model applied live to your organization with your leadership team, ending with the prediction exercise. Timen also takes a small amount of diagnostic and advisory work.
Formats and pricesBaart, T. (2026). Compounding Trust: The structural conditions behind organizational performance. Rethink Press.