Generally, leaders take time to trust a new team member. New members have to earn their way to the trust circle - and gain access to information. Sanjay had an upside-down way when it came to trust. While his guard stayed up for everyone other than the most inner circle, his approach was to assign trust by default to all members of his leadership. He would freely share information pertinent to the business. With this approach, he pushed the responsibility on the other person to keep the trust, rather than earn it. The rule was simple: if the other person can't keep the trust, he/she would be out.
This is a fascinating approach (having tried it myself) - it makes it easier for people to onboard, integrate and become effective. Ofcourse, not without downsides.
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