Brewing Trust: Transformative Conversations in Leadership

Welcome back to The Leader’s Blueprint. A while ago, I shared the story of an empty coffee pot and how it ignited the most significant journey of change in my career. The team discovered that what we lacked most was trust for each other. We needed to build trust so that we could work together to achieve our organization’s growth objectives.

Beyond the Coffee Pot: A Journey of Transformation

For me, that empty coffee pot resonated as a catalyst for the change journey we were about to begin. We urgently needed to develop mutual trust and our accountability to each other. We started having honest, sometimes uncomfortable conversations about what wasn’t working—and more importantly, why it wasn’t working.

It was a tough road. We were not used to this; we were changing how we saw and treated each other. We started to face the reality that each of us was part of the problem.

Building Trust, One Conversation at a Time

One of the first things I did was bring the knowledge gained from the personality assessments to the leadership team at our weekly meetings. I thought, “If I’m going to lead this team, I need to understand them better. And they need to understand each other.” I kicked things off by sharing my own profile—strengths, weaknesses, the whole nine yards. I wanted to set the tone for openness and authenticity.

Every week, a different team member would share their profile. We’d talk about what made them tick, what frustrated them, and how we could support them better. Not just the profile itself, but also how it resonated with them and what they learned through the process. At first, it felt a little awkward. We had never done this before. The team shifted our focus from tasks alone, to connection. We started to focus on how we could best work together. That was a huge shift in our attitudes. Things were getting done faster than ever before.

Lessons Learned: Leadership Is About Connection

1. Know Yourself, Know Your Team: It’s not just about understanding what drives you as a leader—it’s about understanding what drives your team members. When I shared my own profile, I wasn’t just checking a box. I was opening the door for everyone else to do the same. And when we all stepped through that door, everything changed.
2. Don’t Be Afraid to Get Personal: We often shy away from personal conversations at work, but those are the very conversations that build trust. When we started talking about things that mattered to us, it became easier to navigate the challenges of our work. It wasn’t about oversharing—it was about being vulnerable with each other. It was about understanding.
3. Accountability Starts Small: I learned that if we couldn’t hold each other accountable for small things—like filling a coffee pot—how could we expect to tackle the big stuff together? The coffee pot was a symbol, sure, but it represented something much deeper: respect, ownership, and the willingness to step up for each other. We started by following through on the small things and working our way up from there.

Practical Steps: How to Foster Openness and Accountability in Your Team

1. Start with You: Share your own story, your own leadership style, and invite your team to do the same. This isn’t about creating a ‘feel-good’ moment; it’s about building a foundation of trust that will support your team when things get tough. Role model your expectations for your team.
2. Create Shared Rituals: Establish small but meaningful rituals that reinforce your team’s values. It might be something as simple as starting meetings with a round of personal updates or celebrating small wins together.
3. Be Transparent About the Journey: Change isn’t a one-and-done thing. It’s a journey, and it’s messy. Keep the conversation going about what’s working, what’s not, and what you’re learning along the way. Your team will appreciate the honesty, and you’ll build a stronger, more resilient culture together.

Conclusion: Make Change Personal

Looking back, I realize that the real transformation wasn’t just about fixing a broken culture or hitting our business goals—it was about changing how we saw each other and ourselves. If you’re struggling to create that kind of shift in your team, remember that it starts with one authentic conversation.

If you’d like to explore how Change OS can help you build trust and a culture of openness and accountability, I’m here to support you. Check out more about our approach here.

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Thanks for being part of The Leader’s Blueprint. I’ll be back soon with more stories and insights to help you navigate the complex world of leadership and change. Until then, don’t shy away from those tough conversations—they might just be the ones that transform your team.