Trust facilitates individual and organizational learning, and is often misunderstood by organizations although they must continuously learn in order to attain organizational goals and survive. Leaders of organizations often view trust defensively and their reactions may impede organizational learning This paper builds on prior research concerning antecedents of organizational trust, explores key behaviors that may influence trust in organizations and possible linkages between trust and distrust, and discusses preliminary results based on a pilot study. (Contains 1 table.)