Lead Through Trust

1 May

Could you walk away from work for a month and know everything will run smoothly?

Imagine being completely off-grid for an entire month—no emails, no calls, no updates. Your team is tasked with delivering something big. Could they succeed without you?

If your answer is “no,” it’s time to rethink how you lead. A team that can’t thrive without constant oversight isn’t just a strain on you—it’s a risk for your business.

The key? Building a foundation of trust. Trust is the cornerstone of effective leadership—fostering collaboration, driving innovation, and building resilient teams. But trust isn’t automatic. It’s earned and maintained through transparency, consistency, and deliberate actions.

Here’s how you can create a team that thrives, even when you’re not there.

1. Build a Foundation of Trust

Trust is the bedrock of any thriving team. Without it, even the best strategies fall apart. Leaders must show that they are reliable and authentic.

Be Transparent: Share your vision, goals, and challenges openly. When you’re honest, your team will mirror that authenticity and be open about what's happening and where you need to give them support.
Set Clear Expectations: Align on priorities and ensure everyone understands their role. This reduces ambiguity and strengthens relationships. Review this regularly.
Deliver Consistently: Consistency in your actions and decisions reinforces trust over time. Best to under promise and overdeliver.

When trust becomes the default in your team, collaboration and creativity flourish.

2. Be Explicit About Trust

Trust isn’t just implied—it needs to be verbalised and demonstrated regularly.

Say It Out Loud: I use phrases like “I trust you to lead this project,” or “You’re in charge of this decision.” Explicit statements build confidence.
Delegate with Intent: Clearly assign responsibilities. For example: “I’d like you to represent me in the board meeting while I’m away.”
Step Back: Empower your team to take ownership. I make sure I let them know you don’t need to be involved in every meeting or decision.

Being explicit removes doubt and empowers your team to lead with confidence.

3. Lead by Example

Actions speak louder than words. Show your team that you understand their challenges and are willing to share the load in certain instances.

Get Involved When Appropriate: Step in during a crunch period or contribute to a challenging task.
Show Empathy: Acknowledge the complexities of their work. Let them know you “get it.”
Model the Behaviour You Expect: Whether it’s punctuality, collaboration, or innovation, set the standard you want your team to follow and call it out when it’s not happening.

By demonstrating you’re part of the team, you strengthen morale and inspire loyalty.

4. Communicate Clearly and Often

Clear communication eliminates misunderstandings and aligns your team.

Simplify Your Messages: Break down complex ideas into actionable steps.
Check In Regularly: Use one-on-one meetings or team catch ups to stay aligned on priorities. I love using the Microsoft Teams Planner for that reason – we can all see everyone's work load, who's been assigned to what tasks or who needs additional support.
Provide Specific Feedback: Instead of vague comments like “Nice work,” say something like, “Your presentation clearly highlighted the project's complexity and the strategies we took to manage risks- well done”. Do it spontaneously and regularly.
Leverage Informal Communication Tools and Spaces: Stay connected with your team through platforms like Microsoft's Teams Chat to get a real-time sense of their mood and dynamics. Consciously make time to step out of your office or meeting rooms—informal spaces like the canteen or tea point are perfect for gaining insights into how the team is feeling and what they’re working on.
Follow Up Formally when More Communication Is Needed: Use these informal interactions as a springboard to address relevant topics more formally in your next meeting.

By blending informal and formal communication, you create a more open and responsive team environment.

“Leadership is about trust, empathy, and empowerment. By mastering these behaviours, you’ll create a team that thrives on collaboration, innovation, and mutual respect”.

5. Recognise and Celebrate Wins

Acknowledging achievements, big or small, fuels motivation and positivity, and needs to be adapted to the individuals’ preference.

Celebrate Individuals: Recognise standout contributions with tailored praise for those who are externally referenced, where public recognition means a lot to them.
Adapt recognition to individual preferences: for those who value personal affirmation over public recognition (often called "internally referenced"), provide one-to-one feedback or a thoughtful email from a senior leader.
Highlight Team Successes: Share milestones during team meetings or through celebratory emails to reinforce collective achievement. Consider organising a team lunchtime celebration—it’s a low-cost way to foster camaraderie. If you can’t attend, delegate the arrangements. Be sure to communicate your absence and emphasise your commitment to being part of future celebrations.

When people feel valued, they bring their best selves to work every day.

6. Prioritise Psychological Safety

A safe team environment fosters innovation, collaboration, and the confidence to take risks.

Encourage Open Dialogue: Create a space where everyone feels their ideas and concerns are heard and valued.
Respond with Empathy: Listen actively and validate different perspectives, even when you disagree.
Reframe Mistakes as Growth Opportunities: Shift the focus from blame to learning, helping your team see setbacks as steps forward.
Provide Individual Support: When a team member struggles to create a safe space for others, work with them one-on-one. Mentor them through building better communication and collaboration skills.

Psychological safety empowers teams to push boundaries, innovate, and succeed without fear of judgment.

7. Empower Decision-Making

Autonomy fosters ownership and confidence.

Set Clear Boundaries: Define decision-making scopes so your team knows where they can act independently.

Encourage Initiative: Say, “I trust your judgment—what approach would you suggest?”
Support Learning Through Experience: Let them learn from their decisions, including mistakes, and provide guidance when needed.

When your team feels trusted to make decisions, they grow as leaders themselves.

8. Stay Open to Feedback

Leadership is a continuous learning journey. Invite feedback to keep improving.

Ask Open-Ended Questions: Use prompts like “What could I do differently to better support you?”
Act on What You Hear: Implement changes based on their input to show you value their perspectives.
Create Feedback Loops: Make giving and receiving feedback a regular part of your team’s culture.
Make feedback a Regular Habit: Meet regularly with your line reports and ask their opinions and feedback. Frequent, small moments of engagement build trust and show you value their perspectives. At my line reports' appraisal time, I make an agenda item to ask them what I could STOP, START, CONTINUE to do to better support them in the future

By modelling a growth mindset, you inspire your team to embrace their own development and be open to your feedback.

Sarah Mardle