As leaders, we often discuss the importance of trust in our teams. We want our people to trust us and each other and to create an environment where trust is the foundation of every interaction. But there’s a secret that many leaders miss: trust isn’t something you can demand; it’s something you have to give.
In her groundbreaking book, “Dare to Lead,” Brené Brown writes, “Trust is earned in the smallest of moments. It is earned not through heroic deeds or obvious actions, but through paying attention, listening, and gestures of genuine care and connection.”
Think about it. How can we expect our teams to trust us if we don’t demonstrate trust? A Harvard Business Review study found that employees in high-trust organizations are more productive, have more energy at work, collaborate better with their colleagues, and stay with their employers longer than people working at low-trust companies.
But building that trust starts with us. It begins with giving our team members the autonomy to make decisions, the freedom to take risks, and the support to learn from their mistakes. It starts with vulnerability, admitting when we don’t have all the answers, and being open to feedback and growth.
As leaders, we set the tone for our teams. If we want a culture of trust, we have to embody it ourselves. We have to be the ones to take the first step, to extend the hand of trust, even when it feels risky.
So, my question to you is this: Are you ready to give the gift of trust? Are you willing to let go of control, to empower your team, and to create an environment where trust can thrive? Because without trust, you don’t have a team—you have a group of individuals working side by side.
The question is whether you choose to be a leader who dares to trust.
