How to Lead a Team That Doesn’t Trust You (Yet)

Trust is the foundation of any successful team. However, as a project leader, you may find yourself in situations where your team doesn’t trust you—yet. Whether you're stepping into a new leadership role, taking over a troubled project, or dealing with past leadership failures, building credibility and trust takes time and effort.

In this article, we will explore practical steps to establish trust and credibility as a project leader, ensuring that your team becomes more engaged, motivated, and aligned with your vision.

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? Understanding the Root of Distrust

Before diving into solutions, it’s important to understand why a team may not trust you. Several factors could contribute to a lack of trust:

?? Lack of Previous Experience With You: If you are a new leader, the team may be cautious until they understand your leadership style.

?? Past Leadership Failures: If previous leaders were ineffective or dishonest, the team might assume you will be the same.

?? Unclear Communication: A lack of transparency can create confusion, leading to skepticism.

?? Unmet Expectations: If promises were broken in the past (even by someone else), your team might struggle to believe in your commitments.

?? Cultural or Organizational Challenges: Some organizations foster environments where trust is naturally low due to politics, competition, or poor management.

Once you identify the source of distrust, you can take intentional steps to rebuild relationships and earn respect as a leader.

? Step 1: Be Transparent From Day One

One of the most effective ways to gain trust is by practicing radical transparency. People appreciate honesty, even when the truth is difficult to hear.

?? Acknowledge the Situation: If you are aware that your team lacks trust in leadership, address it directly. Ignoring the issue won’t make it go away.

?? Set Clear Expectations: Define your leadership style, how you plan to communicate, and what your team can expect from you.

?? Be Honest About Challenges: Instead of sugarcoating problems, acknowledge difficulties and involve your team in finding solutions.

?? Share Decision-Making Rationales: Explaining why you made certain decisions helps your team understand your thought process, reducing suspicion.

?? Example: If a project is behind schedule due to unforeseen challenges, don’t hide it. Instead, tell your team, “I recognize that delays have occurred. Here’s what happened, and here’s how I plan to address it.”

? Step 2: Actively Listen to Your Team

Trust is a two-way street. If you want your team to trust you, they need to feel heard and valued.

?? Encourage Open Conversations: Create an environment where employees feel safe voicing their concerns.

?? Ask for Feedback Regularly: Let your team know their input matters by actively seeking their opinions on processes, workflows, and challenges.

?? Practice Empathetic Listening: When a team member shares a concern, avoid interrupting. Repeat back what you heard to ensure you fully understand.

?? Act on Their Feedback: If someone raises a valid point, implement their suggestion when possible. When you take action based on employee input, it reinforces that their voice matters.

?? Example: If a team member says, “We feel like deadlines are unrealistic,” instead of dismissing them, say, “I hear you. Let’s sit down and reassess our workload to find a solution that works for everyone.”

? Step 3: Demonstrate Competence and Reliability

No matter how charismatic or friendly you are, your team won’t trust you if they don’t see results. Credibility is built through consistent actions.

?? Deliver on Your Promises: If you say you will do something, follow through. Even small commitments matter.

?? Make Data-Driven Decisions: Show your team that your leadership is based on logic, strategy, and careful planning.

?? Stay Organized and Proactive: A disorganized leader can create chaos, leading to further distrust. Keep projects structured, anticipate challenges, and be prepared.

?? Showcase Your Expertise: You don’t have to know everything, but demonstrating strong decision-making skills and industry knowledge builds credibility.

?? Example: If you promise to advocate for more resources, ensure you follow up and provide updates so your team knows you’re actively working on it.

? Step 4: Lead by Example

If you want your team to trust you, you must embody the values you expect from them.

?? Be Accountable for Your Mistakes: If you make an error, own up to it instead of shifting blame.

?? Work Alongside Your Team: Be willing to get involved in challenging situations instead of delegating all the tough work.

?? Maintain Professional Integrity: Avoid office politics, favoritism, or dishonesty at all costs.

?? Stay Calm Under Pressure: If your team sees you handling stress professionally, they will feel more confident in your leadership.

?? Example: If a project fails, instead of blaming your team, say, “Here’s what I could have done better as a leader. Let’s learn from this together.”

? Step 5: Recognize and Appreciate Your Team

Nothing erodes trust faster than a leader who takes all the credit or fails to recognize hard work.

?? Celebrate Small Wins: Acknowledge progress, even if the team isn’t where they want to be yet.

?? Give Credit Where It’s Due: Publicly recognize individual and team contributions.

?? Advocate for Your Team: Support them in meetings, push for promotions when deserved, and defend them when necessary.

?? Create a Positive Work Culture: A culture of appreciation and respect fosters deeper trust.

?? Example: Instead of saying, “The project was successful,” say, “Thanks to [team member’s name] for their creativity and problem-solving, we achieved our goals.”

? Step 6: Be Consistent and Patient

Building trust doesn’t happen overnight. It requires consistency and patience.

?? Avoid Mixed Messages: Your words and actions must align at all times.

?? Stay Present and Engaged: Regular check-ins and visibility reinforce your commitment to the team.

?? Give Trust to Get Trust: Show that you trust your team’s abilities, and they will reciprocate.

?? Be Patient: Some team members may take longer than others to warm up. Stay committed to the process.

?? Example: If a skeptical team member is slow to trust, don’t take it personally. Keep showing up and leading by example, and over time, they may come around.

? Final Thoughts: Becoming a Trusted Leader

Leading a team that doesn’t trust you yet can be challenging, but with the right approach, you can turn skepticism into confidence.

By embracing transparency, active listening, competence, accountability, appreciation, and consistency, you will lay the foundation for strong, lasting trust within your team.

Remember, leadership isn’t about demanding trust—it’s about earning it through actions that demonstrate integrity, empathy, and commitment to your team’s success.

? Now, take the first step: What’s one thing you can do today to build trust with your team? Let me know in the comments!