Organisaation kulttuuri toimii parhaimmillaan vetovoimana, joka kiskoo ihmisiä luokseen. Pahimmillaan se on työntövoima, joka hylkii osaajia. Luonteesta riippumatta kulttuuri ei anna muuta mahdollisuutta kuin toimia sen mukaisesti. Kyse on pitkälti siitä, miten ihmisiin suhtaudutaan. Tuleeko hyväksytyksi ja pääseekö mukaan.
Voisi ajatella, että luottamuksen kulttuuri leimaa aina koko organisaatiota. Näin ei kuitenkaan välttämättä ole. Luottamus voi yhtä hyvin olla koko yhteisöä leimaava kulttuurinen piirre, mutta yhtä hyvin se voi olla vain tiettyihin tehtäviin, ammattiryhmiin tai asemiin liittyvä.
Samassakin organisaatiossa voi siten olla sekä tahoja, joilla on hyvin itsenäinen valta ja vastuu ja tahoja, joiden toimintaan kohdistuu tarkkoja ohjeita ja kontrollia. Toiset tuntevat, että heihin luotetaan, toiset taas kokevat epäluottamusta. Tämä selittää paitsi eri yksiköiden ilmapiiriä myös sitä, miksi moniammatillisissa tiimeissä luottamus voidaan kokea hyvin ristiriitaisesti. Osassa työtehtäviä odotetaan itsenäisyyttä, toisissa taas tiukkaa ohjeiden noudattamista. Luottamus konkretisoituu päivittäisessä yhteistyössä.
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