Trust is the invisible thread that holds a team together. It’s not just a feel-good word—it’s the foundation of accountability, psychological safety, and sustainable performance. But trust doesn’t just happen. It’s built through action, empathy, and, yes—risk.
To trust is to lead with courage. It means choosing vulnerability—not because it’s easy, but because it’s necessary.
As a leader, trusting others means letting go of control and giving someone the chance to rise—even knowing there’s a risk they might fail us. That choice isn’t naive; it’s brave. It says, “I believe in you, even before you’ve proven it.”
As a team member, trust at work means speaking truth to power. It’s showing up honestly, hoping your courage will be met with understanding, not judgment. That kind of vulnerability takes strength—the quiet kind that builds unbreakable foundations.
But here’s the truth: without that risk, there is no trust. And without trust, there is no real growth—for our teams or ourselves.
If we want momentum, innovation, and connection, we have to start by being brave enough to trust.
When Trust At Work Breaks: What It Really Looks Like
Trust doesn’t always break in one big, dramatic moment. It tends to crack in smaller, everyday ways that add up over time:
- Your word matters, Every Day: When someone keeps saying “I’ve got it” but then doesn’t, small cracks will form. With each crack we get closer to a break in trust and effectiveness.
- Keeping people in the dark is a power move: When decisions are made behind closed doors or information is held back, it sends a message (whether it’s meant to or not) that people can’t be trusted with the full picture.
- Gossip or blame: When someone gets thrown under the bus or becomes the subject of hallway whispers, it creates fear and makes people shut down instead of step up.
You see it, Now fix it
Repairing trust requires consistent action and vulnerability on all sides. Here’s where to begin:
- Own it, even when its hard – If you’ve broken trust, name it. No excuses. Just own it and show you’re serious about doing better.
- Give feedback with heart, not just heat – You can hold people accountable and be kind. Feedback lands a lot better when it’s clear you care about the person not just the issue.
- Say the thing, early and clearly– Don’t make people guess what you mean. Share what’s going on, why it matters, and how it affects others. That’s how real trust builds—through clarity and connection.
Why Trust At Work Pays Off
A high-trust culture is a high-performance culture. Teams with trust move faster, innovate more freely, and solve problems more effectively. That translates directly to better margins, stronger client relationships, and higher retention. But beyond the numbers, trust makes work human—it brings out the best in people and makes success mean something.
“The best way to find out if you can trust somebody is to trust them.”
— Ernest Hemingway
Let’s keep building the kind of culture where trust isn’t just a value on the wall—but a daily decision we commit to, together.
📞 Contact us today:
Cell: 321-363-9708
Email: lisa@withpurposellc.com