10 Phrases Leaders Use to Build Trust With Team Members

A few words go a long way. Building a culture of trust starts with a shared vocabulary of simple—yet powerful—phrases that leaders use to say thanks, show empathy, and provide support.

A few words go a long way. Building a culture of trust starts with a shared vocabulary of simple—yet powerful—phrases that leaders use to say thanks, show empathy, and provide support. Relationships of trust are rooted in understanding. Leaders who engage team members with compassion and gratitude encourage them to mutually invest in the teams and the clients they collectively serve. When team members trust one another and rally around each other and their leader to achieve desired outcomes, amazing things can happen.

To start creating that shared vocabulary, share this article with leaders throughout your organization.

1.“I’ve noticed a change.”

Use it: When a typical behavior or pattern presents itself.

This phrase signals you’re present, perceptive, and paying attention. Team members appreciate such connectedness and caring. They feel seen as individuals and not just cogs in a machine. They know you’re the kind of leader who won’t let important things go unsaid. Be specific about what you see, and invite team members to respond. You’ll discover whether your team members agree with your perception or think you’re off target.

2.“Thank you for letting me know.”

Use it: Whenever someone shares bad news or criticism with you.

Why would anyone want to share hard news with you ifyou react with volatility or blame? Accept feedback as an opportunity to grow and an opportunity to support your team members in their growth.

"One of the fastest ways to build trust is to make and keep commitments—even very small commitments—to yourself and others.”—Stephen M. R. Covey, Bestselling author, The Speed of Trust

3.“I want to check in.”

Use it:To follow up on a previously discussed issue.

Few things erode trust more quickly than not doing what you say you’re going to do or hearing an issue is important to someone and then promptly forgetting about it. When you follow up, you’re not only communicating that you’re paying attention, but also that you care.

4.“What do you think?”

Use it: To invite someone to open up with their point of view—and when you want input.

You know the answer to “How are you?” You also know when you’re being asked as a matter of polite conversation and when a trusted colleague sincerely wants to know. So do your team members.

5.“I’ve been there, too.”

Use it: To help a team member understand that you’ve faced a similar struggle or made a similar mistake in the past.

When you help someone understand they’re not alone in their challenges, they often become more open to sharing details about their troubles. They’ll see you as a resource for generating solutions and as someone who views challenges as opportunities.

6.“Let me share what I know and don’t know at this point.”

Use it: When you’re conveying information relevant to your team’s work and well-being.

As a leader, you’re often the best—or only—conduit of information between your team and your company’s leadership. Hide or hoard information, and you’ll leave your team uncertain, in the dark, and hesitant to trust you.

7.“How can I help you make progress?”

Use it: When you’re genuinely interested in helping a direct report succeed.

Great leaders care about what’s important to their direct reports because when individuals do well, so does the team and the organization. They also understand that few things are as motivating as feeling supported by a boss who celebrates progress.

8.“I need your help.”

Use it: When you genuinely need support or feedback.

Even leaders need help sometimes—asking for it shows you’re human and that you trust your direct reports to deliver. Asking builds a culture of teamwork and openness, sending the signal to your direct reports that it’s good to ask for what you need to get the job done well.

9.“This is a challenge for all of us.”

Use it: When your team faces a tough task or big change.

As a leader, you’re not one of the gang. But you can help rally a concerned or demotivated person or team by demonstrating that you’re going through a similar experience and that they can rely on you to lead the way—by rolling up your sleeves and pitching in, if necessary.

10.“That’s my mistake.”

Use it: To admit an error or lapse in judgment.

You may feel like crawling under a rock when you make a mistake. But admitting it out loud shows courage, integrity, and that you recognize the impact of what you did and are willing to accept responsibility. It also models to your team that owning up to errors is okay—even desirable—which can help your team feel more open to trying new ways of doing things.

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Team members who trust their leaders communicate with transparency and invest fully. They meet performance goals and enable strategic initiatives. They inspire confidence and extend trust to others.

FranklinCovey provides leadership development solutions to help leaders at all levels build trust(and avoid breaking it).Our world-class learning solutions—delivered Live-Online, On Demand, or Live In-Person—are designed to build exceptional leadership skills throughout your organization. For more information email us at [email protected]