Building Trust to Influence: A Technology Leader's Guide to Inspiring Change

Years ago, I found myself spearheading a major software transformation project for a global organization. It was a daunting task, not because of the technical challenges—we had a great team of engineers capable of handling complex cloud migrations—but because of the skepticism that lingered in the air. People were wary of the proposed changes, concerned about their future roles, and fearful of potential disruptions to their work. The key to overcoming this challenge was not in the technology or the processes—it was in trust. Without trust, even the best-laid plans fail. But with trust, any change becomes possible.

In this article, I will explore the strategies that helped me build, earn, and cultivate trust to successfully influence change. These lessons are particularly relevant for IT professionals and business leaders seeking to make a positive impact in their organizations.

Challenges to Building Trust in an Environment of Change

1. Fear of the Unknown

Change often brings uncertainty, and fear naturally follows. People worry about how their roles might change, whether they will still be valued, and how the new environment will impact their day-to-day tasks. When faced with a transformation, our teams initially expressed concerns over workload shifts and the complexity of learning new systems.

2. Lack of Past Success

Past experiences color current perceptions. In our case, a previous attempt at modernization had been poorly executed, leading to downtime, missed deadlines, and a drop in morale. As a result, our teams were hesitant to embark on yet another ambitious transformation project.

3. Diverse Perspectives and Expectations

In a global organization, aligning the expectations of stakeholders across regions presents a significant challenge. People in different geographies and teams often have varying viewpoints on the same change, making it essential to address their unique concerns and motivations.

How to Build and Earn Trust to Influence Change

1. Establish a Shared Vision

Trust starts with understanding and alignment. I knew that before influencing anyone to embark on this journey, I had to clearly articulate why the change was necessary—not just for the company, but for each team member involved.

During a series of town hall meetings, I painted a vivid picture of what success would look like. I focused on tangible improvements that would matter to them—such as reducing manual work, improving system reliability, and fostering opportunities for innovation. By explaining the "why" behind the change, I sought to transform anxiety into enthusiasm.

Key Strategy: Transparency in communicating both the rationale and the expected outcomes of the change fosters alignment. People are more likely to trust a leader who is open about the reasons behind a decision, as well as the benefits and challenges that may arise.

2. Involve Everyone in the Process

One of the biggest mistakes I see leaders make when attempting change is issuing directives without seeking input. I knew that to earn the trust of my teams, I had to involve them as active participants in the process.

We held collaborative workshops where everyone—from junior developers to senior managers—could voice their concerns, offer suggestions, and feel heard. Not only did this generate some excellent ideas, but it also helped create a sense of ownership. People became champions of change because they were part of its design.

One developer expressed concern that our chosen migration strategy might overlook critical performance issues for a key application. Rather than dismissing this feedback, I encouraged her to lead a team to assess and mitigate these risks. In doing so, I demonstrated that the opinions of my team were not just heard but acted upon.

Key Strategy: Empowerment is key. By involving people in decision-making, you turn them from passive observers into active change agents. Their sense of ownership can significantly enhance the effectiveness of any transformation effort.

3. Deliver on Promises with Early Wins

Trust is built by doing, not just by talking. As we moved forward, I realized that we needed some quick, early wins to prove that the change was both feasible and beneficial. We started with low-risk components of our infrastructure, migrating smaller, non-critical systems to the cloud first.

When we successfully transitioned our first application without any issues—and actually enhanced its performance by 20%—the mood in the organization began to shift. People saw tangible evidence that our strategy was working and that the promised benefits were real.

These early wins were pivotal. They began to replace skepticism with optimism and built the momentum we needed for the larger, more complex phases of the project.

Key Strategy: Small successes build credibility. Early wins are crucial for proving that a vision is achievable. When people see positive results quickly, their belief in the larger goal strengthens.

4. Foster Continuous, Open Communication

Open communication is essential for trust-building. Throughout our transformation, I made it a point to regularly communicate with the team about our progress, challenges, and upcoming plans. These updates weren’t just one-way broadcasts; they were opportunities to engage, discuss, and clarify any doubts.

We set up weekly “ask me anything” sessions where people could voice their concerns. This level of openness was crucial—people need to feel that they can speak up without repercussions and that their input is truly valued. When a team member suggested a more efficient approach to handling our cloud data backups, we adopted it, and it resulted in significant cost savings.

Key Strategy: Two-way dialogue builds bridges. Frequent, open communication that invites feedback builds trust by showing that everyone’s voice matters.

5. Show Vulnerability as a Leader

To build trust, I also had to show that I wasn't infallible. Trust deepens when leaders admit they don't have all the answers. During our cloud migration, we encountered an unexpected technical challenge that delayed our timeline. Instead of hiding the setback, I openly acknowledged the issue, explained what had happened, and discussed our plan to solve it.

This honesty went a long way in earning the respect of the team. They saw that I was committed to the project just as they were and that I wouldn’t shy away from setbacks or tough conversations.

Key Strategy: Vulnerability leads to connection. By showing that you are human and admitting your mistakes, you demonstrate integrity and build deeper relationships with your team.

Lessons Learned from the Journey

1. Trust is Built Over Time, Not Instantly

Trust isn't something you can demand or even build overnight. It’s the result of consistent, reliable behavior over time. Every promise kept, every commitment fulfilled, and every act of transparency helps to create and solidify trust.

2. Trust Comes from Consistency and Authenticity

People are very good at sensing when someone is being disingenuous. Authenticity and a genuine belief in the vision are critical. If you’re trying to push a change that you don’t truly believe in, your team will see through it. Trust is earned by demonstrating conviction and consistency in words and actions.

3. Involve People Early and Empower Them to Be Change Agents

People resist change when they feel it is imposed on them. The more you involve your team in the change process from the start—letting them co-create the journey—the more trust and buy-in you will earn. Empowerment isn’t a buzzword; it’s a powerful tool for creating a culture that embraces change.

Key Takeaways

Communicate the "Why" Clearly: Establishing a shared understanding of the reasons behind change is crucial. Transparency reduces anxiety and sets the foundation for trust.

Empowerment is Crucial for Trust: Let people have a say in the change process. This doesn’t just build trust; it also brings diverse perspectives that can lead to better outcomes.

Deliver Results, Even Small Ones: Start with low-risk projects and demonstrate success. Early wins help in building the credibility and momentum needed for larger-scale initiatives.

Communicate Continuously and Honestly: Frequent updates and open forums for discussion are key to maintaining and cultivating trust throughout the change journey.

Lead with Vulnerability: Admitting mistakes and showing that you are not infallible fosters a culture of openness and mutual respect.

Trust as the Foundation of Influence

Building, earning, and cultivating trust is not a linear process; it is dynamic and requires continuous effort. The benefits, however, are invaluable. When your teams trust you, they are far more willing to follow you—even into uncertain territory. Trust transforms resistance into collaboration, turning what could be a painful transition into a collective journey towards a shared vision of success.

How are you building trust in your organization to influence change? Have you faced similar challenges, and what strategies have you employed? Let’s continue the conversation.

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