Written by Roxana Radulescu, Leadership & Team Coach
Roxana is the Founder of All Personal, a Canadian award-winning leadership and team coaching & training company helping corporate team leaders and start-up co-founders boost leadership skills to become dream ‘bosses’ and build dream teams.
In today's changing work environment, trust is the foundation of effective teamwork and leadership. It is that ‘superglue’ that holds relationships together and enables organizations to achieve their goals.
In my work with both individuals and teams, whether we are looking to boost confidence, career growth, accountability, communication or psychological safety, we often start with discussing how trust is an essential element for our own sense of motivation, engagement, fulfilment, and how building it is ‘all personal’.
So, I wanted to share 6 key strategies to build trust in the workplace, with examples. Think of it as your quick guide to building trust. I also added a bonus on building trust in remote teams at the end.
1. Establish clear boundaries
Trust begins with understanding and respecting each other's boundaries. It's crucial to communicate what is acceptable and what isn't, and to understand the reasons behind these limits. This clarity prevents misunderstandings and builds a foundation of mutual respect.
Example: A manager clearly outlines the scope of a project, including what tasks are within the team's responsibility and what falls outside of it.
2. Demonstrate reliability
To be trusted, I must be reliable. This means I consistently do what I said I would do. It means I consistently deliver on promises and am transparent about my capabilities. I need to avoid overcommitting (point 1 above helps) and focus on meeting the expectations I've set with my colleagues.
Examples:
Completing assigned tasks on time and meeting deadlines.
Being consistent in the quality of work delivered.
Proactively communicating any potential delays or issues.
3. Embrace accountability
Accountability is Responsibility + Transparency. It means we take responsibility for our actions and decisions, and acknowledge the impact they have on others. It also requires transparency in our communication, and being open and honest with others about our decisions and actions. This ‘combo’ not only resolves issues, but also strengthens trust by showing honesty and integrity.
Examples:
Taking ownership of both successes and failures.
Seeking feedback to improve performance.
Setting clear goals and following through on commitments.
4. Respect confidentiality
A trusted individual is someone who can be a 'vault' (to quote Brene Brown)—they keep confidences and avoid sharing information that isn't theirs to share. This helps build a safe space for open communication and deepens trust among team members.
Examples:
Keeping sensitive information secure and not sharing it with unauthorized individuals.
Discussing confidential matters only in private settings.
Ensuring that documents containing confidential information are properly disposed of or stored.
5. Uphold integrity
Integrity is about making the right choices, even when they're not the easiest. It's about aligning actions with our values and choosing honesty over convenience. When, as team members, we demonstrate integrity, we earn the trust of our peers.
Examples:
Being honest and transparent in all professional dealings.
Admitting mistakes and taking steps to correct them.
Making decisions based on ethical considerations, even when it's challenging.
6. Practice nonjudgment
Creating an environment where everyone feels comfortable asking for help and expressing their needs without fear of judgment is essential. This nonjudgmental approach encourages open dialogue and collaboration. Ask yourself: ‘What assumptions am I making here? How can I clarify them?’
Example: A team member feels safe to admit they don't understand a task and asks for clarification without fear of ridicule.
Bonus: The importance of trust in remote teams
In the era of remote work, trust becomes even more critical. Without the benefit of face-to-face interactions, remote teams rely heavily on trust to maintain productivity and cohesion. Here are a few reasons why trust is particularly important in remote settings:
Communication: Remote work often relies on written communication, which can lack the nuances of in-person conversations. Trust ensures that messages are interpreted in the spirit they were intended, reducing misunderstandings.
Autonomy: Remote team members often have more autonomy over their work. Trust in their decision-making and time management is essential for maintaining team performance without constant oversight.
Collaboration: Trust is the foundation of collaboration, especially when team members cannot physically work together. It allows for a seamless exchange of ideas and constructive feedback, essential for innovation and problem-solving.
Morale: Trust creates a positive work environment, even virtually. It helps maintain morale and motivation, as team members feel valued and supported.
Accountability: In remote teams, trust ensures that everyone feels accountable for their contributions, knowing that their work is essential to the team's success.
Building trust in remote teams requires intentional effort. Regular virtual meetings, clear communication, shared goals, and a culture of recognition and appreciation are just a few strategies that can help build trust among remote team members.
Instead of conclusion
Trust-building is not just a nice-to-have; it's a must-have for any successful individual and organization.
Whether teams are working side-by-side or remotely, the principles of trust remain the same. By establishing clear boundaries, demonstrating reliability, embracing accountability, respecting confidentiality, upholding integrity, practicing nonjudgment, and nurturing psychological safety, both leaders and team members can create a work environment where trust thrives.
In doing so, we all get to pave the way for enhanced collaboration, increased morale, and a culture where innovation can flourish. As we navigate the complexities of modern workspaces, let us remember that at the heart of every high-performing team is the fundamental element of trust.
Lead different! Make trust-building a habit
If you want to dive deeper in this topic, you may also want to watch and read:
Free Leadership Development Tips for Emerging Leaders - Q&A Series
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Roxana Radulescu, Leadership & Team Coach
Roxana is the Founder of All Personal, a Canadian award-winning leadership and team coaching & training company helping corporate team leaders and start-up co-founders boost leadership skills to become dream ‘bosses’ and build dream teams. Unlike other people leadership programs that focus on top executives, All Personal also works with mid-senior corporate leaders and start-up co-founders – and their teams! Roxana is a TEDx speaker, a certified Professional Coach – ACC with the International Coaching Federation, EIA with the European Mentoring & Coaching Council (EMCC), and Team Coach – ITCA with EMCC, Scaled OKRs coach and a certified GCologist®. She holds a diploma in Learning & Development and Human Resources practice from the Chartered Institute for Personnel & Development in the UK.r-generational learning and loves the multicultural blend of European, Canadian and US influences in her life.
