Building Trust: The Leadership Superpower No One Talks About

?? Imagine this: You’ve just been promoted to manager. You’ve got a great team, big goals, and a plan to make an impact. But there’s one thing you can’t put on a spreadsheet or measure in KPIs - trust.

Without it, even the best strategies fall apart. With it, teams perform at their highest potential.

So, how do you build trust? And just as importantly, how do you rebuild it when it’s broken?

Let’s talk about it.

Why Trust is Every Leader’s Greatest Asset

I once worked with a manager who never followed through on what he said. If he promised support on a project, we knew we’d never get it. If he asked for our input, we knew he’d already made the decision. Eventually, the team stopped asking for help, stopped speaking up, and stopped trusting him altogether.

Compare that to another leader I worked under - one who kept his word, admitted when he was wrong, and backed his team when things got tough.

Which one do you think people worked harder for?

Trust isn’t a “soft skill” - it’s the foundation of leadership. And it’s built (or destroyed) in small moments every day.

Here’s how you can start building it today.

3 Ways to Build a Culture of Trust & Learning

1?? Keep Your Promises (Even the Small Ones)

Ever had a boss who promised, “I’ll look into that”, and never did? It kills credibility faster than anything else.

? Practical Tip: If you say you’ll do something, write it down. Set a reminder, follow up, and prove you’re reliable.

? What NOT to do: Overpromise. Instead of “I’ll get that sorted tomorrow”, say “I’ll check on it and update you by Friday”.

2?? Make Mistakes a Learning Moment, Not a Blame Game

A few years ago, a team member of mine made a huge mistake. A deadline was missed, a client was frustrated, and the pressure was on.

Now, I had two choices:

? React with frustration and blame. (Why did this happen?! This can’t happen again)!

? Respond with curiosity. (What went wrong? How do we prevent it next time)?

We sat down and dissected the mistake together. We found a process gap, fixed it, and moved on. The result? That team member felt supported, learned from the mistake, and never made it again.

?? Practical Tip: Next time something goes wrong, swap “Who’s responsible for this”? for “What can we learn from this”?

?? Question: Have you ever learned a big lesson from a mistake at work? Drop it in the comments!

3?? Trust Goes Both Ways: Show You Trust Your Team

Micromanaging doesn’t just waste time - it tells your team you don’t trust them.

I once worked with a new manager who checked every detail of their team’s work, re-did tasks, and second-guessed decisions. The result? The team stopped taking initiative. Why bother, when the manager was going to redo everything anyway?

The best leaders give ownership instead of orders.

? Practical Tip: Next time an employee asks you how to do something, flip the question. Instead of “Do it this way”, try “How do you think we should approach it”?

Leadership Tool: The Trust Triangle

Harvard researchers found that trust in leadership comes from three key areas:

?? Competence – Can you do the job well?

?? Authenticity – Are you honest, or do you just say what people want to hear?

?? Empathy – Do you genuinely care about your team?

?? Action Step: Take a moment to self-check. Which area could you strengthen as a leader?

Ready to Take Your Leadership to the Next Level?

If you’re an aspiring or new manager, this is just the start. Real leadership growth happens when you take action.

That’s why I created the Leadership & Management Growth Academy - a self-paced, practical training program designed to help you:

? Lead with confidence (even if you’re new to management)

? Build trust and engagement in your team

? Handle difficult conversations like a pro

? Stop micromanaging and empower your team

?? Join today and start your leadership transformation. It comes with as much support from me as you need and monthly coaching and support sessions - there really isn't anything else like it!