Trust as the Cornerstone of Leadership: The Key to Building Strong, High-Performing Teams

"Trust is built in the smallest of moments. It is the consistent actions, the quiet promises kept, and the willingness to be vulnerable that shape the foundation of great leadership." – Unknown

Trust is the bedrock of any relationship, and that includes the one between a leader and their team. Whether times are good or bad, trust shapes everything we do. In times of success, it’s the fuel that powers progress and innovation. But in times of difficulty, it becomes the glue that holds everything together, enabling teams to unite and face challenges with resilience.

As a leader, I've learned that trust isn’t just about saying the right things—it’s about creating the space for vulnerability and courage to flourish. Building trust requires showing up authentically, admitting when you don’t have all the answers, and being open about your mistakes. It’s not always easy, but it’s what deepens the connection with your team. When we embrace vulnerability, we create an environment where trust can grow and thrive.

But trust is fragile. It can be easily lost, often in a single moment of inconsistency or neglect. Rebuilding it takes time and requires empathy, humility, and consistent effort. You must be willing to take ownership of your actions, listen actively to those you lead, and respond with authenticity. Trust isn’t a given, and it's something we need to earn every day. This is why, as a leader, I’ve always believed that investing in trust is one of the most important actions we can take—because when it’s there, everything else falls into place.

Building trust isn’t a one-time effort—it’s a journey. Here are a few things I’ve learned that might help you on that journey:

1. Lead with Integrity: Your words need to match your actions. If you say you’ll do something, do it. If you don’t, own up to it. People will trust you more when they see you act with integrity, even when it’s tough.
2. Communicate Transparently: Be open about both successes and challenges. Don’t hide the difficult stuff. When your team sees you being transparent, it creates a culture where they feel safe to speak up too.
3. Practice Empathy: As leaders, we often forget that our teams are people, too. They have lives outside of work, they have personal struggles, and they want to feel seen and heard. When you make an effort to understand your team’s needs, fears, and aspirations, trust grows.
4. Consistency is Key: Trust isn’t built in a day. It’s built in small moments—being consistent with your behaviour, your decisions, and your approach. When people know what to expect from you, they feel more secure.
5. Give Empowerment: Trusting your team with responsibilities and allowing them to make decisions shows you believe in their abilities. It’s a huge boost to their confidence and strengthens the trust between you.

I still vividly remember the day I joined a new company as the manager of a large, diverse team. The team was diverse not only in terms of nationalities but also in skills, seniority levels, and ambitions. To make things more complicated, the region I was about to lead had a history of cultural and political tensions, with countries in the area holding mutual historical grievances and fundamental cultural differences.

Very quickly, I realised that at least four of my new team members had unsuccessfully applied for the role I had been hired for. Moreover, many of the team disagreed with the decision to bring in an external leader, believing that one of them should have been promoted instead. It’s safe to say that I wasn’t exactly welcomed with open arms, and I knew I had a lot of work ahead if I wanted to be successful in my new role.

My primary focus was on trust. I knew that once the team members began to trust me, everything else would fall into place more easily. So, what did I do to gain the trust of my new team and my peers?

Firstly, I decided to be honest and vulnerable. I acknowledged that I had a lot to learn about the business and made it clear that I wasn’t going to pretend to be perfect. Instead, I made it a priority to spend time with my team and openly ask for their help. I’m sure this approach not only accelerated my learning but also showed my team that I was just as imperfect as any of them.

Next, I made a concerted effort to get to know each individual on a deeper level. I wanted to understand their ambitions, challenges, and hopes. I took time to ask meaningful questions and offered suggestions when appropriate. This helped to shorten the distance between us, fostering a sense of connection and understanding.

The third key move I made was to address the elephant in the room. In one of our team meetings, I acknowledged that I knew many of them were dissatisfied with my appointment. I also expressed my hope that I could do everything in my power to help the team succeed and be the leader they would want to have.

As time passed, our mutual trust grew stronger. The team began to see that my words were not empty promises. They learned, through action, that they could rely on me and trust my judgement. Most importantly, they realised they could trust me as a person.

That foundation of trust became the key to our success. It helped us navigate the difficult moments and ultimately allowed us to become a high-performing team in a relatively short period of time.

Key Takeaways Summary

1. Trust is the foundation of leadership – In any team, especially one with diverse backgrounds, trust is essential for success. It’s the glue that holds everything together and the key to overcoming challenges.
2. Honesty and vulnerability are powerful tools – Leaders who are open about their imperfections and willing to learn from their teams earn respect and foster deeper connections.
3. Building individual relationships deepens trust – Taking the time to understand each team member’s ambitions, struggles, and hopes shows that you genuinely care, helping to shorten the distance between you and your team.
4. Address the unspoken – Acknowledge the challenges or concerns your team may have, such as dissatisfaction with your appointment. Being open about these issues shows transparency and a willingness to address problems head-on.
5. Consistency is key – Trust isn’t built overnight. Over time, through consistent actions and demonstrated reliability, your team will come to trust you not just in words, but through actions.

By investing in trust, you lay the foundation for a high-performing, resilient team, even in challenging circumstances.

If you’re looking to deepen your understanding of trust in leadership, here are some excellent resources that I highly recommend. These tools, podcasts, books, and TED Talks can help you build and nurture trust within your teams and leadership journey:

1. Podcast – The Trust Edge Podcast by David Horsager A deep dive into how leaders can build and maintain trust, featuring expert insights and practical strategies.
2. Book – Leadership and Self-Deception by The Arbinger Institute This book explores how leaders can overcome self-deception to build stronger, more trusting relationships within their teams.
3. Article – The Trust Crisis in Leadership by Harvard Business Review This article addresses the current decline in trust in leadership and offers strategies to restore it by being more transparent and empathetic.
4. TED Talk – How to Build Trust by Frances Frei In this compelling TED Talk, Frances Frei explores the key elements of trust and shares actionable advice on how to build it in both personal and professional relationships.
5. Tool – The Trust Equation by Charles Green. This framework breaks down the elements of trust into a simple equation—credibility, reliability, intimacy, and self-orientation—and can be a helpful guide for assessing and improving trust in leadership.
6. Online Course – Building Trust in the Workplace by LinkedIn Learning. This course offers practical strategies and tools for fostering trust in a work environment, with insights on how to be a trustworthy leader and improve team dynamics.
7. Book – The Trust Factor by @Robert F. Hurley. This book provides a comprehensive look at how leaders can assess their trustworthiness and develop strategies to create trusting relationships with their teams.
8. Article – The Neuroscience of Trust by Paul Zak (Harvard Business Review). This article provides a fascinating look at how trust affects our brains and offers practical tips for creating environments where trust can thrive.

Q1: How can I rebuild trust after it’s been broken?

A1: Rebuilding trust takes time, patience, and a lot of vulnerability. Start by acknowledging the mistake openly and taking full responsibility without deflecting blame. Communicate transparently about what went wrong and how you plan to fix it. It’s crucial to show consistency in your actions moving forward. Trust is earned back through small, positive interactions and the demonstration of real, lasting change. Be patient with the process and let your team see your commitment through actions, not just words.

Q2: What’s the best way to build trust with a new team?

A2: Building trust with a new team starts with showing up authentically. Be transparent about your leadership style and your expectations, and be open to feedback. Spend time getting to know each team member, understanding their needs, and demonstrating empathy. Show consistency in your actions and decisions, and lead by example. The more you actively listen, the quicker trust will grow, as people feel heard and valued.

Q3: How can I maintain trust when the organisation is going through changes?

A3: Change can challenge trust, but it can also be an opportunity to strengthen it. Keep communication open and consistent. Share the reasons behind the changes and how they will impact the team. Be transparent about uncertainties and provide a sense of stability by being a reliable, steady presence. During times of change, empathy is crucial—understand that your team may feel anxious or uncertain and be there to support them through it. When people see that you are honest and committed to their wellbeing, trust remains strong.

Q4: How do I handle a situation where I’m losing trust with a team member?

A4: If you’re losing trust with a team member, it’s important to address the situation head-on. Have an open and honest conversation with them. Ask for their perspective on what’s gone wrong and listen without judgment. Acknowledge your part in the situation, and share your commitment to improving the relationship. Follow through on any promises you make. Trust is built and repaired through action, so showing that you’re willing to put in the effort to rebuild the relationship is essential.

Q5: How can I trust my team while still holding them accountable?

A5: Trust and accountability go hand in hand. By trusting your team, you empower them to make decisions and take ownership of their work. However, holding them accountable is part of that trust—demonstrating that you believe they can handle the responsibility. Be clear about expectations and goals, but also offer the support they need to succeed. Accountability should be framed as an opportunity for growth, not a punishment. When you trust your team and hold them accountable, you create a culture of high performance and mutual respect.

Trust is the cornerstone of leadership. It’s the glue that holds everything together when challenges arise and the fuel that drives success in times of growth. It’s something that takes time to build, but once established, it’s the foundation for exceptional leadership and thriving teams. So, how will you nurture trust in your leadership today?

I encourage you to take the next step in building trust as a leader—it’s not just about reading this edition but about applying the insights to create a more authentic, connected, and trusting leadership style. Here’s how you can engage further:

Share the Newsletter: If you found this edition valuable, share it with a colleague or someone in your network who might benefit from learning more about building trust in leadership. Let’s spread the power of trust-driven leadership!

Book a Free Consultation: If you’re looking to explore your leadership journey further and would like personalised guidance on how to foster trust within your team, I’d be happy to offer a free 15-minute consultation. Click here to schedule your session.

Join a Workshop: Trust is the cornerstone of high-performing teams. Join one of my upcoming workshops where we delve into practical strategies to build and nurture trust, helping you lead more effectively. Stay tuned for upcoming dates and register!

Comment on LinkedIn: Let’s keep the conversation going. What has been your biggest challenge in building trust as a leader? Share your thoughts in the comments on my latest post, or reach out to me directly—I’d love to hear your experience.

By taking action today, you're not just reading—you’re committing to a more authentic and effective leadership approach that will help you cultivate trust and lead with confidence. Let’s continue growing together and strengthening workplaces through trust, connection, and transparency.

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About Agata & Human Culture Lab

I’m Agata, a leadership coach with over 20 years of experience leading global teams at industry giants such as PayPal, LinkedIn, and Shell. As the Founder and Managing Director of Human Culture Lab, I am passionate about helping senior leaders and organisations create high-performing, human-centred workplaces. My work is driven by a commitment to empowering leaders to lead with authenticity, empathy, and courage, enabling them to foster resilient teams and unlock their potential.

Through a combination of strategic insight, emotional intelligence, and organisational design, I guide executives in closing the gap between who they are and who they’re capable of becoming. My goal is to help leaders thrive in today’s fast-paced and ever-changing environment while creating workplaces where people are seen, heard, and truly valued.

www.HumanCultureLab.com