Ever Been on a Team Where No One Trusts Each Other? It’s…Not Great.
I once worked on a team where nobody trusted anyone.
Every decision had to go through three layers of approval. People hoarded information like it was classified government intel. Every meeting felt like an exercise in carefully worded diplomacy, where you couldn’t be too honest without risking a passive-aggressive email later.
It wasn’t dysfunctional in an obvious way—no yelling, no public meltdowns. But it was slow, frustrating, and exhausting. And at the core of it all?
A total lack of trust.
Compare that to a high-trust team, where:
✔ You can speak freely without worrying about how your words will be twisted.
✔ Mistakes aren’t career-ending, they’re learning moments.
✔ Everyone is pulling in the same direction, instead of just looking out for themselves.
The difference? Night and day.
Because trust isn’t just a nice-to-have. It’s the foundation that holds a great team together.
And when it’s missing? Well… it’s a bit like driving on black ice. You might not notice at first, but at some point, you’re going to spin out, panic, and regret everything.
What Trust in a Team Actually Looks Like
Trust isn’t just about believing people will do their work. It’s deeper than that.
A high-trust team means:
✅ You can be honest without fear of judgment.
✅ Your contributions are valued, not just tolerated.
✅ Mistakes aren’t punished—they’re seen as learning opportunities.
✅ People have your back, even when things get tough.
And, most importantly, trust means nobody feels the need to draft an email that starts with, “Per my last message...”
Because nothing says “this team is doomed” like communication that’s one passive-aggressive emoji away from an HR intervention.
How to Build Trust (And Keep It)
Trust isn’t automatic. It’s built (or broken) through small, consistent actions over time.
Here’s what I’ve seen work:
1️⃣ Be Transparent (No One Likes Secrets—Unless It’s a Surprise Party)
People don’t trust what they don’t understand.
📖 Example: I once worked under a leader who never explained why decisions were made—just that we had to follow them. It created so much frustration. Compare that to a team where leaders communicate openly, even when the news isn’t great. That’s how you build confidence and buy-in.
Or at the very least, prevent a full-team group chat where everyone is just sending the side-eye emoji.
2️⃣ Follow Through (Say What You Mean, Do What You Say)
Trust is built in the moments where words and actions align.
📖 Example: If you say, “I’ll get back to you tomorrow”, and then… don’t? Small as it seems, that erodes trust. People need to know they can count on you—especially when it’s inconvenient.
Think of it like a snowplow driver saying, “I’ll be there in 15 minutes” during a blizzard. If you actually show up? Instant legend status. If not? Chaos. Regret. Skating down your own driveway.
3️⃣ Own Your Mistakes (Nobody Trusts a Human Wikipedia Who’s Never Wrong)
Nothing erodes trust faster than defensiveness and blame-shifting.
📖 Example: Have you ever seen a leader pretend something wasn’t their fault, even when it clearly was? Painful. On the flip side, leaders who admit their mistakes, take responsibility, and make things right? They set the tone for a trust-filled team culture.
Mistakes happen. Admitting them won’t kill you. (Unless your mistake was actually life-threatening, in which case, different blog post.)
4️⃣ Give Trust to Get Trust (Otherwise, It’s Just Micromanaging in a Trench Coat)
Teams don’t just trust leaders—leaders have to trust their teams.
📖 Example: I’ve worked under managers who micromanaged everything—as if no one could be trusted to make a decision. The result? People stopped trying. Contrast that with a leader who gives autonomy, supports decisions, and trusts their team to do great work. It makes all the difference.
Imagine a Canadian hockey team where the coach insisted on personally controlling the puck at all times. It wouldn’t work. At some point, you have to pass the puck and trust your teammates.
Otherwise? You lose. Badly.
5️⃣ Encourage Healthy Conflict (Not the “Throwing Office Chairs” Kind)
Real trust doesn’t mean agreeing all the time—it means feeling safe enough to challenge ideas.
📖 Example: The best teams I’ve been on weren’t afraid to push back, debate, and challenge each other’s thinking—but always with the shared goal of making the work better.
If your team can’t have a healthy disagreement without things getting weird, that’s a trust issue. Because real trust means knowing you can challenge ideas without getting side-eyed in the break room.
And here’s the key—trust isn’t about avoiding hard conversations or ensuring that every decision makes everyone happy. Sometimes, the best choice will upset people. But when trust is present, people respect decisions even when they don’t fully agree.
6️⃣ Recognize & Appreciate (Trust Grows When People Feel Seen)
Trust isn’t just about what you do—it’s about how you make people feel.
📖 Example: Ever worked somewhere where nobody acknowledged hard work—but mistakes were called out instantly? That kills morale. A simple “I see you” or “You did a great job on that” builds trust and motivation faster than any team-building exercise ever could.
At the very least, it’s better than another forced trust fall exercise at a corporate retreat.
Because trust falls don’t build trust. Actually showing up for people does.
The Payoff of a High-Trust Team
A low-trust team operates in survival mode—careful, guarded, and risk-averse.
A high-trust team moves faster, communicates openly, and takes creative risks.
✔ They collaborate more effectively.
✔ They innovate more boldly.
✔ They support each other in the tough moments.
And most importantly, they don’t waste hours rewriting emails to sound “nice enough” just to avoid drama.
Want to Build More Trust in Your Team? Here Are Some Great Resources
📖 The Five Dysfunctions of a Team – Patrick Lencioni
📖 Dare to Lead – Brené Brown
📖 Radical Candor – Kim Scott
📖 Leaders Eat Last – Simon Sinek
🎧 Podcast: The Culture Code with Daniel Coyle