The existence of numerous influencing factors makes the explanation of willingness to change in organizations a complex matter. In organziational psychological literature, various factors have been identified to be important in order for people to be willing to support organizationals changes. Building on the rich knowledge of factors identified in For-Profit-Organizations the question will be examined which of these seem to be particularly relevant for people working and voluteering in religious organizations. Since trust evolved to be a relevant antecedent of willingness to change a particular focus will be put on the relevance of trust. What importance do leaders who guide volunteers in the church or religious sector ascribe to trust? How do they promote trust in themselves and the team? These questions are discussed by means of qualitative interviews.