There’s been a lot of talk lately about mandatory in-office policies for junior professionals. Some say it’s about trust. Others say it’s about culture.

But here’s the thing:

In real-world leadership, trust isn’t binary. It’s layered.

Trust Isn’t Binary—It’s Layered:

1. Operational Trust: 

Giving juniors autonomy over tasks is a great way to build confidence and test reliability. But it’s not the same as entrusting them with sensitive data, client strategies, or proprietary frameworks.

2. Institutional Trust: 

Access to confidential or high-stakes information isn’t just about trust—it’s about compliance, risk management, and accountability. That’s why seniority, tenure, and proven loyalty often shape access levels.

3. Cultural Trust: 

Some advocate for mentorship through proximity—where trust is modeled through presence and shared experience. But that doesn’t override the need for structured safeguards.

In SMEs and growing teams, we don’t just ask:

“Do I trust them?”

We ask:

“What do I trust them with—and why?”

Mentorship thrives on proximity.

Young professionals grow by observing how seasoned leaders handle tension, build rapport, and navigate complexity.

But stewardship demands boundaries.

Leadership presence doesn’t mean full access.

It means modeling discernment, showing up, and guiding with intention.

So before we drag juniors into the office, let’s ask:

•  Are we showing up for them?

•  Are we creating proximity with purpose?

•  Are we building trust that’s earned—not assumed?

Because real growth happens when mentorship meets responsibility.

Bonus thought: Trust is a system, not a sentiment.

Let’s build it modularly, intentionally, and with heart.