3 Hidden Trust Gaps Impacting Team Collaboration

When one of our consultants at Rising Culture Group steps in to help a struggling team, we often hear about their heavy workload and competing priorities. But beneath those challenges, we usually uncover trust gaps caused by challenging or toxic team members, which can be even more harmful.

These trust gaps and the resulting team behaviors can persist long after the problematic member has left, so leaders must take it upon themselves to actively work to change the team dynamic and boost effectiveness. (One common mistake is thinking things will go back to normal once the challenging team member is gone – they won’t.)

Today, I’m here to share the three most common hidden trust gaps we see that worsen workload issues, along with some practical tips you can start using right away to shift behaviors. Let’s dive in!

Issue #1: Lack of Clarity About Ranking of Priorities & Strategic Goals

Hidden Trust Gap: Fear of Speaking Up

When toxic behaviors cause team members to fear speaking up or asking questions, it leads to a lack of clarity about priorities and strategic goals. This fear of looking foolish prevents open dialogue, resulting in misaligned efforts and frustration. Cultivating a culture that welcomes questions can bridge this gap, ensuring alignment and motivation by a shared vision.

Issue #2: Silos Resulting in Duplicative Work or Project Gaps

Hidden Trust Gap: Low or No Trust Between Team Leaders

Toxic dynamics can foster a lack of trust between team leaders, leading to silos, duplicative work, or project gaps. These issues arise when teams fail to communicate and collaborate effectively. Building trust between leaders through regular cross-departmental meetings and collaborative projects can break down silos and foster a more integrated approach to achieving goals.

Issue #3: Lack of Accountability Conversations

Hidden Trust Gap: Fear of Conflict

Toxic team members can fuel a fear of conflict, resulting in a lack of accountability conversations. Team members may avoid addressing issues to maintain harmony, leading to unresolved problems and declining performance. Encouraging an environment where constructive feedback is seen as an opportunity for growth can help overcome this fear, leading to improved accountability and team performance.

Best Practices to Address Trust Gaps

1. Ask Probing Questions to Assess Understanding: Invite questions from your team. Instead of asking "Are there any questions?", use specific prompts like, "Where do the priorities seem unclear?"
2. Proactive Meeting Prompts: Work with your team leaders to create an agenda with discussion prompts. Ensure they share appropriate project updates and discuss grey areas or potential overlaps before they occur.
3. You Go First: Promote direct sharing of constructive feedback by inviting team leads to share feedback with you. Ask them, "What's one thing I could do to help support how work gets done?"

Additionally, set aside time for relationship building, as "Change moves at the speed of trust" (Stephen Covey). Strengthening relationships within the team can significantly enhance trust and collaboration.

Conclusion

Addressing these hidden trust gaps requires deliberate effort to foster open communication, collaboration, and a culture of feedback. By recognizing and addressing these underlying issues, leaders can transform perceived workload challenges into opportunities for building stronger, more cohesive teams. Trust is the foundation of any successful team, and investing in it will yield dividends in productivity and employee satisfaction.

Join Our Upcoming Virtual Conversation

To delve deeper into strategies for rebuilding trust, we invite you to our next virtual fireside chat, "Rebuilding Trust: A Leader's Journey in Team Transformation," featuring Noelle Anuszkiewicz, Deputy Director of Anne Arundel County DPW, Bureau of Utility Operations.

This session is our first leadership conversation of 2025, taking place on Wednesday, January 29th, from 11 AM to 12 PM ET. Noelle will share her insights on improving trust and collaboration within her team following the exit of a toxic team member. This is an excellent opportunity to gain real-world, actionable strategies for fostering a positive team culture and enhancing team dynamics.

Mark your calendars! Sign up here to secure your spot. We look forward to seeing you there!