Building Trust That Lasts

Note from Yann:?? Hey readers! I’m Yann A?tBachir . Each week, I share practical tips to help you grow in your career.

Today's article, the 20th in this series, is about building Trust with your colleagues.

I’d love to hear your thoughts! Feel free to share them in the comments so we can learn together.

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Trust is the foundation of every relationship.

It’s built through every interaction you have. Your actions and how often you engage shape that trust—either building it or breaking it.

If you struggle to build trust with your team: I have simple game plan, and it’s easier than you think.

1. Keep Talking with Your Team ??

Remember that old saying, "Communication is key"? Well, it’s not just a cliché – it’s your secret weapon!

The more frequently you chat with your team, the more they’ll trust you.

It’s like watering a plant, but instead of leaves, you’re growing awesome ideas and rock-solid relationships.

Example: Always schedule weekly one-on-ones. One of your engineers, Emma, shares that she’s feeling overwhelmed with the timeline. You acknowledge her concerns and offer to adjust deadlines. This simple act strengthens her trust in you as a manager who listens and acts.

2. Be Open and Honest ??

Transparency isn’t just for windows!

When you’re open about what’s going on – the good, the bad, and the “oops, we didn’t see that coming” – your team will trust you more.

It’s like being the narrator of your own workplace reality show, minus the drama.

Example: A product release gets delayed. Instead of keeping quiet, you address the team openly: “We’ve hit a roadblock. Here’s what went wrong, and here’s how I suggest fixing it.”

By acknowledging the issue and involving the team in the solution, you show you're not afraid to face challenges head-on.

3. Keep Your Promises ??

If promises were currency, you’d want to be Fort Knox.

When you say you’ll do something, do it.

Your word should be so solid, people could build houses on it.

And if plans change? Just give them a heads-up. Communication and Transparancy, remember?

Example: You promise your team you’ll advocate for better project management software.

Two weeks later, you send an update letting them know you’ve met with the procurement team and secured the new tool. Following through shows you’re a leader they can count on.

4. Listen Closely ??

Listening is a superpower. When your team talks, really tune in.

It’s not just about hearing words; it’s about understanding the message behind them.

Bonus points if you can repeat what they said by paraphrasing or mirroring – it shows you were actually paying attention and not thinking about what’s for lunch.

Example: In a team meeting, Sarah mentions she’s struggling to balance her workload. Instead of brushing it off, you acknowledge it: “It sounds like you’re overwhelmed. Let’s re-evaluate your tasks and redistribute where necessary.”

By actively listening, you demonstrate empathy... and trust.

5. Show Your Human Side ??

No-oner is perfect! (Shocking, I know.)

When you admit you don’t have all the answers or share a story about that time you royally messed up, it makes you relatable.

Your team will appreciate knowing that even you have their kryptonite moments.

Example: During a retrospective, you share a story about a coding error you made early in your career that took down a whole server.

Your vulnerability lightens the mood, encourages others to own up to their mistakes, and reinforces that it’s okay to fail.

6. Give Credit to Others ??

When your team knocks it out of the park, shout it from the rooftops!

Or, you know, in a team meeting or company-wide slack channel.

Giving credit where it’s due isn’t just nice – it’s rocket fuel for motivation.

Example: After a successful product launch, you send a company-wide email highlighting the contributions of individual team members. “Shout out to Dev for crushing the backend integration!”

You shine the spotlight on their efforts, making them feel valued and appreciated.

7. Support Their Growth ??

Invest in your team’s growth like you’re betting on the next big thing (because you are!).

Offer mentorship, point them towards cool learning opportunities, and be their biggest fan. When they succeed, you succeed – it’s a win-win!

Example: When Tom expresses interest in improving his leadership skills, you connect him with a leadership development course and set up regular mentoring sessions.

Your support shows you’re genuinely invested in his career growth, which deepens the trust between you.

See? Each of these behaviors on their own is simple (and you’re probably doing many already). What truly makes a difference is how often and consistently you practice them.

Building trust takes ongoing effort, but the rewards are worth it.

Trust becomes the foundation on which you can create stronger relationships, higher performance, and a more cohesive team.

You’ve got this! ??

Note from Yann: ?? Hey folks! Thanks for reading. It was the 20th edition of the Simple Leader's Playbook.

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