Trust might begin with confidence in a leader’s capabilities, but grows on a whole other level. Trust is earned when a leader's intentions are clear, and they consistently act on them with integrity and transparency.
I like to imagine trust as an invisible handshake. It’s the reassurance we all need, saying, “Hey, I'm right here with you because I trust that where you're leading us is the best path for both of us.”
But let's be honest—sometimes that invisible handshake comes with a pen in hand, signing on the dotted line.
Trust can start with a small interaction in the break room and expand to define the entire company culture, becoming the crucial factor in attracting new talent and ensuring they’re joining a company that’s built on solid, trustworthy ground.
Trust influences every aspect of team dynamics, from communication and collaboration to overall performance.
Research from the Harvard Business Review shows that organizations cultivating high levels of trust among employees experience a:
50% increase in productivity
76% boost in engagement
74% reduction in stress compared to those with low-trust environments.
Similarly, a 2024 Zenger Folkman study found that trust in leadership not only boosts employee satisfaction and career outlook but also keeps them from eyeing the grass on the other side of the fence.
While trust might seem like a small word on paper, in reality, weaving it into leadership and making it a pillar of company culture can have a remarkably huge impact—like finding out the grass is actually greener right where you are.
When team members trust their leaders, they are more engaged, open, and willing to take risks.
It's what every effective leader needs to turn a group of individuals into a cohesive and high-performing team.
Trust also underpins many other critical leadership attributes, such as communication, accountability, and team cohesion.
In an environment of trust, team members feel safe to express their ideas, take risks, and innovate.
In simple terms: Trust pays off inside and outside your company's walls.
Still not convinced? Let’s look at what Google found out.
Building Trust in Leadership: A Google Case Study
Take it from one of Google's most ambitious research initiatives to discover what truly makes a perfect team. The study was nicknamed 'Project Aristotle' and over 2 years it assessed over 250 attributes of their 180 teams.
The initial hypothesis centered on diversity, high performers, experienced managers, and abundant resources. To the surprise of their own ambitiousness, the findings revealed a more fundamental truth: psychological safety.
Psychological safety, which if we break it down is essentially trust and mutual respect mixed together in the same pot, emerged as the most significant factor in team success.
Project Aristotle identified five key dynamics of successful teams, with psychological safety at the top:
Psychological Safety: Team members feel safe to take risks and be vulnerable.
Dependability: Team members reliably complete high-quality work on time.
Structure and Clarity: Team members have clear roles, plans, and goals.
Meaning: Work is personally important to team members.
Impact: Team members believe their work matters and creates change.
Further insights from the study revealed the importance of the four stages of psychological safety:
Inclusion safety
Learner safety
Contributor safety, and
Challenger safety.
These stages represent a progression from feeling safe to be included and learning within the team, to contributing and finally challenging the status quo without fear of negative consequences.
But who’s behind the curtain making all this happen? Yep, you guessed it—leadership.
Leaders are the architects of trust within an organization. They are the ones who will set the stage by modeling behaviors that cultivate psychological safety.
When leaders communicate openly, encourage a bit of risk-taking, and show that they genuinely value each team member's input, they create a fertile ground for trust to take root and grow. It’s their actions that either strengthen or weaken the very foundation of trust.
Leaders play a crucial role in fostering these stages by demonstrating empathy, active listening, and vulnerability. They must encourage open communication, provide constructive feedback, and recognize team members' efforts. This creates a safe space for healthy conflict and innovation.
So, what did Google take home from all this? Instead of obsessing over who makes up their teams, they found the magic lies in how the teams interact and feel.
It all came back to psychological safety.
Google even created a helpful Psychological Safety Action Pack and other bundles based on their research to help managers and leaders with building their teams.
Why Should Leaders Care About The Psychological Impact of Trust On Team Members?
“Without trust, we don’t truly collaborate; we merely coordinate or, at best, cooperate. It is trust that transforms a group of people into a team.” – Stephen Covey
Every leader has big dreams for their team (and if you’re reading this, you certainly do).
You envision leading a team that's buzzing with productivity, where members eagerly push each other to reach their highest creative and productive potential.
Sounds like a dream, right?
Here’s the reality check for you: none of these aspirations are remotely achievable without trust. Before you’re able to lead effectively, you must be able to build trust effectively. You might not be able to see or touch trust, but you’ll definitely feel it in your team’s dynamics when you notice:
Collaboration and communication just clicking!
When your team members trust each other, they’re not just talking—they’re sharing, challenging, and building on ideas without worrying about stepping on toes. This is where the magic happens, where innovation really takes off.
💭So, ask yourself:
Is your team chatting or truly communicating?
If you’re hearing more crickets than creative sparks, it might be time to lead by example. Open up, create thought-starter questions, and don’t be afraid to take a step back and let the discussion unfold on your team’s terms.
Risk-Taking and Innovation Flourishing
Trust can be that cushion your team needs to leap into the unknown (without fearing a hard fall). When people trust that their leaders and peers have their backs, they’re more likely to experiment, take bold steps, and explore uncharted territory.
💭So, ask yourself:
Are your team members sticking to safe bets, or are they exploring new possibilities?
If risk-taking feels rare, it might be time to foster an environment where it’s okay to fail—because that’s where the biggest leaps forward often start.
Engagement and commitment skyrocketing
When there’s trust, your team isn’t just going through the motions—they’re in it to win it, fully engaged and committed to hitting those goals.
💭So, ask yourself:
Is your team just clocking in and out, or are they truly passionate about what they’re doing?
If the energy feels a little flat, maybe it’s time to ask your team what they need and how you can rebuild trust together.
How to Build Trust As a Leader
Trust isn’t something you can whip up overnight. Just like in our personal lives, trust in leadership takes time, consistency, and a whole lot of sincerity.
Trust is an emotional blanket—you can’t just throw it over someone and expect them to instantly feel warm and fuzzy. You have to slowly weave it together, thread by thread.
Here’s how you start the knitting process:
Know How to Accept Trust When It’s Given
First things first, when you set out to gain trust you have to be able to know how to nurture it.
Being able to trust others and to be trusted is a mark of true leadership. When someone places their confidence in you by giving you a task, sharing an idea, or expressing a concern, it’s crucial to handle that trust with care and respect.
This shows your team that their confidence in you isn’t misplaced and reinforces the trust cycle.
Establish Transparency and Open Communication
Think about the relationships you value most—they’re probably built on open, honest conversations, right? The same goes for your team. Be upfront, share the good, the bad, and the “we’re still figuring it out” moments.
The more your team knows, the more they’ll trust you.
Demonstrate Consistency and Reliability
You know that friend who always shows up when they say they will? Be that kind of leader and stay true and consistent to your word.
When your team knows they can count on you, you’re opening up that emotional blanket where trust flourishes.
This will be especially helpful when your team members are facing challenging times. Knowing they have a leader who operates with empathy and compassion will support their ability to navigate challenging situations and help build their resilience.
Lead by Example: Integrity and Ethical Behavior
Your actions are your loudest statement. If you want your team to act with integrity, show them what that looks like.
When you make a mistake, take full responsibility and use it as an opportunity to learn and grow, rather than deflect or excuse it.
Ethical behavior means more than just staying within legal boundaries—it’s about making decisions that protect the well-being of your team, your company, and your customers. This involves being thoughtful about long-term consequences, even when short-term gains are tempting. Whether it’s navigating a tough decision or managing a sensitive situation, doing the right thing ensures that no one—internally or externally—is put at risk.
Utilize Frameworks like Everything DiSC® and The Five Behaviors®
Everyone on your team is unique. Recognizing and understanding these differences is the first step in bringing your people together and bridging organizational gaps.
So how do you figure out where these key differences lie?
The Everything DiSC® ️ and The Five Behaviors® assessments, workshops, and certifications provide a structured approach to help your team deepen their understanding of one another, build trust, enhance collaboration, and shape a stronger organizational culture.
I can help you apply these tools within your organization, offering fresh insights on how to build and align your teams
Provide Support and Resources for Professional Development
Invest in your team, and they’ll invest in you. When people see that you’re committed to their growth, they’re more likely to trust your leadership. But remember, this isn’t just about handing out resources; it’s about showing genuine interest in their development, growth and potential. This is psychological safety in action.
Encourage Collaboration and Team Involvement in Decision-Making
Trust isn’t something you hand down from on high—it’s something you build together. Invite your team into the process. When they feel like they have a stake in the decisions, they’ll trust and will be more bought in. And remember, if you’re asking them to trust you, be prepared to trust them back.
Building trust as a leader takes time and commitment. It’s a skill as much as it is a mindset, requiring patience, consistency, and a genuine dedication to your team’s success.
At EWP Coaching and Consulting, we’re in the business of building leaders. We provide the tools, strategies, and support you need to navigate today’s dynamic and competitive landscape. Whether you’re looking to strengthen your leadership skills, foster trust within your team, or drive innovation, we’re here to help you every step of the way.
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