What's more important: TRUST or PERFORMANCE?

Everybody wants someone on their team that is a high performer and is highly trusted.

The Navy seals put a considerable emphasis on trustworthiness. A high performer of low trust is a toxic team member. A medium performer of high trust or sometimes even a low performer of high trust is preferred over the high performer of low trust. 

In business, we have many metrics to measure someone's performance but negligible to no metrics to measure someone's trust. You may have a selfish driven toxic team member who, if they're high performing, you may promote them.

This toxic high performer may push other people to resign or cause the culture to crack, or the person will leave because they got a better job offer. They may be your highest performer, but they're not loyal.  

Medium performance of high trust are often your best natural leaders. They are also trustworthy people who have your back and are always there to help you.

When you notice a toxic high performer, they don't need to be fired but coached instead. Only let them go if they prove uncoachable.