Trust is the foundation of any successful team. When it's shaken by a tough strategic decision, the key is openness and empathy. Start by addressing the elephant in the room—acknowledge the impact of the decision on the team and share the thought process behind it. Create space for everyone to voice their concerns, ensuring they feel heard and valued. Encourage vulnerability from both leadership and team members, showing that mistakes are part of the growth journey. Rebuild step by step, ensuring consistency in actions, transparency, and commitment. A leader's actions speak louder than words—trust is rebuilt through them. Let’s face it: you don’t regain trust overnight, but every small step counts!

Trust is fragile, especially within a team, and when a strategic decision breaks it, the fallout can test even the strongest leaders. The path to rebuilding it isn't about simply apologizing; it’s about fostering authentic dialogue, acknowledging emotions, and demonstrating consistency over time. I would encourage the executive to address the impact of their decision openly, center the team’s perspectives, and align their actions with shared values. Moments of broken trust are also moments of opportunity—to grow, learn, and reaffirm values. Authentic leadership surfaces when the difficult repair work is met with authenticity and courage. Trust can be healed, but it will take patience, vulnerability, and a sincere commitment to growth.

Rebuilding trust starts with acknowledging the breakdown, but true repair happens when actions align with words. If trust is shattered, transparency likely fell short. Consistently communicate the “why” behind the decision, show how the team fits into the vision, and most importantly, back it up with action. Trust isn’t restored by explanation alone—it’s rebuilt when leadership proves, through decisions and behavior, that the team’s role and value are real.

One thing leaders often overlook when rebuilding trust? Consistency. It’s not just about addressing concerns in one meeting and calling it a day. Trust is rebuilt through consistent actions over time. If you promise more transparency, prove it—regular updates, open-door policies, and follow-through on commitments. Another crucial factor? Admitting what you’d do differently. Your team doesn’t just want an apology or an explanation—they want to know you’ve learned from it. A simple “Here’s how we’ll handle it next time” goes a long way in showing accountability. Finally, trust isn’t just repaired—it’s reinforced. Use this as an opportunity to create stronger bonds than before.

Rebuilding trust starts with honesty and open conversations. The executive should acknowledge concerns, explain the decision clearly, and listen to the team’s frustrations without being defensive. Small, consistent actions matter—following through on promises, involving the team in future decisions, and showing genuine care. Encouraging teamwork and problem-solving helps people feel heard and valued again. Most importantly, trust isn’t rebuilt overnight, so it’s about proving through actions, not just words, that the team’s input matters and that everyone is working toward the same goals.