Best Practices to Build Team Connection

86% of executives believe employee trust is soaring. (Yet only 67% of employees actually trust their leaders.) I remember confidently walking into our quarterly review. Our metrics were up. Our strategy was clear. I thought trust was high. I was wrong. Here's what was really happening: → Top talent quietly updating their LinkedIn. → Real feedback staying buried in private chats. → Innovation dying in "yes" meetings. → Engagement surveys hiding hard truths. After losing three star employees in one month, I realized: Trust isn't built in fancy workshops or team events. It's cultivated through consistent moments that matter. 10 science-backed trust builders that transformed my team: (And won us an award!): 1/ Kill Information Hoarding (It's Hurting You) ↳ 85% trust transparent communicators. ↳ WHY: In the absence of clarity, fear fills the gap. ↳ HOW: Share board meeting notes company-wide. ↳ Pro Tip: Share bad news faster than good news. 2/ Own Your Mistakes (Like Your Career Depends On It) ↳ Leaders who admit errors gain 4x more trust. ↳ WHY: Perfect leaders are feared, not trusted. ↳ HOW: Share mistakes in weekly all-hands. ↳ Pro Tip: Add what you learned and your fix. 3/ Master Active Listening (Beyond The Basics) ↳ 62% trust leaders who truly hear them. ↳ WHY: Everyone knows fake listening from real attention. ↳ HOW: Block "listening hours." No phone, no laptop. ↳ Pro Tip: Summarize what you heard before responding. 4/ Show Real Empathy (It's A Skill, Not A Trait) ↳ 76% trust leaders who understand their challenges. ↳ WHY: People don't care what you know until they know you care. ↳ HOW: Start meetings with "What's challenging you?." ↳ Pro Tip: Follow up on personal matters they share. 5/ Invest In Their Growth (Play The Long Game) ↳ 70% trust leaders who develop their people. ↳ WHY: Investment in them is an investment in trust. ↳ HOW: Give every team member a growth budget. ↳ Pro Tip: Help them grow, even if they might leave. The Results? Our trust scores jumped 43% in six months. Retention hit an all-time high. Real conversations replaced surface-level meetings. Your Next Move: 1. Pick ONE trust builder. 2. Practice it for 7 days. 3. Come back and share what changed. Remember: In a world of AI and automation, trust is your ultimate competitive advantage. ↓ Which trust builder will you start with? Share below. ♻️ Share this with a leader who needs this wake-up call 🔔 Follow me (@Loren) for more evidence-based leadership insights [Sources: HBR, Forbes, Gallup]

Trust is the bedrock of any high-performing team. As someone who has led multiple organizations and coached executives across industries like real estate and nonprofits, I’ve seen firsthand how trust—or the lack of it—can make or break a team. Drawing from my experiences, failures, and lessons learned, here are three key strategies to build trust within your organization, inspired by insights from Patrick Lencioni’s *The Five Behaviors of a Cohesive Team*. 1. Set the Tone as a Leader Trust starts at the top. As a leader, you cannot expect your team to foster trust if you’re not actively modeling it. This means creating a culture where openness and collaboration are valued over perfection. I’ve failed in this area before, believing I had to have all the answers. But I’ve learned that projecting invincibility sends a message to your team: “I don’t need you.” That kills trust. Instead, lead by example. Ask for input, listen to your team’s ideas, and show them their voices matter. Building trust isn’t about being flawless—it’s about being authentic and approachable. 2. Embrace Vulnerability Patrick Lencioni emphasizes that trust is rooted in vulnerability, and I couldn’t agree more. For many leaders, admitting mistakes or sharing challenges feels counterintuitive. We’re conditioned to think we need to appear perfect. But perfectionism builds walls, not trust. When you make a mistake, own it. Share it with your team, not to dwell on failure, but to highlight that errors are part of growth. By openly discussing your challenges and uncertainties, you create a safe space for your team to do the same. This vulnerability fosters a culture where learning from mistakes is celebrated, not hidden, strengthening trust across the board. 3. Invest in Relationships Trust doesn’t happen by accident—it requires intentional effort. One of the most effective ways to build trust is by getting to know your team members as individuals. Take time to learn about their lives, families, hobbies, and aspirations. This shows you value them beyond their job titles. A simple way to start? Engage in meaningful conversations. On a Monday morning, don’t just ask, “How was your weekend?” and move on. Listen actively and ask follow-up questions. For example, if a team member mentions trying a new restaurant, ask what they ordered or how they liked it. These small moments signal that you see and appreciate them as people. Over time, these interactions build a foundation of trust, showing your team they’re valued and understood. I’d love to hear your thoughts. Whether you’re a leader or a team member, what’s one experience where trust was built well in your organization? Share in the comments below! 20/20 Foresight Executive Talent Solutions #Leadership #BuildingTrust

Leaders: create an environment where your team doesn't second guess themselves. Failure is okay. Difficult conversations need to happen. Worthwhile work is hard. But here's the thing: your team will fail to execute according to your standards when you've built a system around fear (whether intentional or not). And even worse, the standards they can achieve. Here's how I try (and fail at times) to build a culture of trust on the marketing team: Encourage Transparency: Make it safe for your team to share challenges, ask for help, and voice concerns. Have monthly or quarterly meetings with every team member, make it a safe space to share their concerns. Show Your Vulnerability: Lead by example, show your own vulnerability. Admit your mistakes, and model how to learn and move forward. Get Agreements: Fear often arises from uncertainty. Be clear about goals, priorities, and what success looks like. Share Before Ready: Encourage your team (and yourself) to share work-in-progress ideas, drafts, and projects. Waiting for "perfect" never works. Give Feedback With Empathy: Feedback should be constructive, not destructive. Focus on the behavior, not the person. Fear can stifle even the most hardworking and intelligent. It also blunts creativity, slows your team, and severely limits trust. It's your job to remove the barrier.

People often ask me for quick ways to build trust on a team. I have a dozen solid go-to moves, but one stands out because it’s dead simple and nearly always works. You’ve probably heard of the “connection before content” idea—starting meetings with a personal check-in to warm up the room. But let’s be honest: questions like “What’s your favorite color?” or “What five things would you bring on a deserted island?” don’t build trust. They just waste time. If you want a real trust-builder, here’s the question I use: “𝗪𝗵𝗮𝘁’𝘀 𝘆𝗼𝘂𝗿 𝗯𝗶𝗴𝗴𝗲𝘀𝘁 𝗰𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲 𝗿𝗶𝗴𝗵𝘁 𝗻𝗼𝘄?” That’s it. One question. And here’s why it works: 𝟭. It creates vulnerability without forcing it. You can’t answer this question without being a little real. And when someone’s real with you, it’s hard not to trust them more. You see the human behind the role. 𝟮. It unlocks practical support. Once I hear your challenge, I can picture how to help. I feel drawn to back you up. That’s the foundation of real partnership at work. 𝟯. It increases mutual understanding. Sometimes we feel disconnected from teammates because we don’t know what they actually do all day. When someone shares a challenge, it opens a window into their work and the complexity they’re navigating. If you’re short on time, allergic to fluff, and want something that actually bonds your team—this is your move. Ten minutes, and you’ll feel the shift."

8 Critical Actions for New Leaders to Build Trust with Their Teams Stepping into a leadership role isn’t just about strategy and decision-making—it’s about building trust with your team. Without trust, even the best plans fall flat. Here are 8 critical actions every new leader should take to establish credibility and foster a strong team culture: 1️⃣ Listen More Than You Speak Early on, focus on understanding your team’s challenges, strengths, and concerns. Ask thoughtful questions, and truly listen before making changes. 2️⃣ Set Clear Expectations Ambiguity erodes trust. Be upfront about goals, roles, and how success is measured so your team knows where they stand. 3️⃣ Follow Through on Commitments Nothing builds trust faster than doing what you say you will do. If you commit to something—whether big or small—deliver on it. 4️⃣ Be Transparent (Even When It’s Tough) People appreciate honesty, even if the news isn’t great. Share what you can, explain decisions clearly, and don’t shy away from difficult conversations. 5️⃣ Give Credit, Take Responsibility Recognize your team’s contributions publicly and own up to mistakes when they happen. Great leaders uplift others rather than seek the spotlight. 6️⃣ Show Vulnerability & Authenticity You don’t have to have all the answers. Admitting when you don’t know something or when you’ve made a mistake fosters psychological safety. 7️⃣ Provide Regular Feedback (Not Just in Reviews) Employees crave feedback, and it shouldn’t only happen in annual reviews. Recognize wins in real-time and offer constructive guidance to help your team grow. 8️⃣ Invest in Their Development When leaders actively support career growth—through mentorship, training, or opportunities—teams feel valued and committed to the mission. 💬 What’s one action a leader took that made you trust them more? Drop your thoughts in the comments!

Leadership exists in everyday moments. Not the job title. Not the task list. These 10 behaviors are quiet, but they’re powerful. They shape trust. Culture. Performance. Retention. These are subtle but powerful ways to boost team performance: 1️⃣ Protect the Team ↳ Shield the group from unnecessary demands and distractions. ↳ Advocate for resources and clarity to help everyone remain focused. 2️⃣ Build Relationships Beyond Work ↳ Celebrate personal milestones such as birthdays, anniversaries, and significant life events. ↳ Demonstrate sincere interest in employees’ passions and lives outside of work. 3️⃣ Cultivate a Positive Culture ↳ Start with gratitude, optimism, and humor to establish the tone. ↳ Celebrate small victories to sustain momentum toward long-term goals. 4️⃣ Promote Well-Being ↳ Establish healthy boundaries between work and personal life. ↳ Encourage regular breaks, time off, and flexible schedules to prevent burnout. 5️⃣ Encourage Development ↳ Collaborate with each employee to create personalized growth plans. ↳ Assign stretch projects that develop new skills and boost confidence. 6️⃣ Build Trust and Connection ↳ Share your challenges to demonstrate vulnerability. ↳ Acknowledge contributors publicly and fulfill every commitment. 7️⃣ Create Psychological Safety ↳ Encourage open feedback: “How can I do better to support you?” ↳ Act on that feedback to demonstrate it’s safe to speak up. 8️⃣ Communicate with Intention ↳ Clarify objectives, responsibilities, and procedures from the beginning. ↳ Share the “why” to connect individual efforts to the larger picture. 9️⃣ Invest in Morale ↳ Establish consistent rituals for team bonding and recognition. ↳ Amaze the team with considerate gestures: notes, shout-outs, or treats. 🔟 Prioritize Self-Care ↳ Consider how your leadership habits impact outcomes. ↳ Hire a coach, mentor, or thought partner to continue your growth. What subtle behaviors define your leadership? 👇 Share your thoughts below! *** ♻️ Re-post or share so others can lead more effectively 🔔 Turn on notifications for daily posts 🤓 Follow me at Scott J. Allen, Ph.D. for daily content on leadership 📌 Design by Bela Jevtovic

Here’s how to build trust on your team—without a single trust fall: 1. Admit when you’re unsure. 2. Ask for input early—not just buy-in later. 3. Share something your team doesn’t usually get access to. 4. Back someone’s idea publicly, even if it fails. 5. Say “I trust you” and mean it. Trust isn’t built with games. It’s built in moments of vulnerability—reciprocated consistently. Want more trust? Go first.

Most leaders communicate to inform. Great leaders communicate to build trust: 1. Transparency Blueprint When sharing information: → State what you know → Acknowledge what's unclear → Update proactively → Welcome questions Leadership should be without hidden agendas. 2. Create Commitment  Before promising: → Define specifics → Set clear timelines → Track openly → Deliver consistently Trust lives in kept promises. 3. Listening Framework During conversations: → Give full attention → Seek understanding → Check alignment → Honor silence Real influence starts with listening. 4. Truth Management When challenges arise: → Share early → Own fully → Act quickly → Learn openly Build credibility through honesty. 5. The Follow-Through Factor Every interaction: → Document clearly → Track rigorously → Close completely → Review regularly Trust isn't given. It's built one conversation at a time. Words initiate trust — Actions build it, And consistency keeps it. Ready to transform your communication impact? DM me for my framework on developing leadership that lasts.

The only one non-negotiable trait that separates great leaders from the mediocre, it’s this: They build unshakable trust. 🔥 Not with flashy speeches. Not with authority or titles. But with their actions—consistently, silently, and relentlessly. And here’s the wake-up call: -82% of employees don’t trust their boss to tell the truth. (Edelman Trust Barometer) -58% of people say they would rather trust a stranger than their own manager. (Harvard Business Review) - Companies with high-trust cultures outperform low-trust companies by 286% in total returns. (Watson Wyatt Limited) Let that sink in. If your team doesn’t trust you, they won’t follow you. If they don’t feel heard, valued, or empowered, they’ll disengage. And disengagement? That’s the silent killer of performance, innovation, and retention. So how do you fix it? Not with corporate buzzwords or empty promises. But with real, tangible actions that speak louder than words. 12 Silent Leadership Signals That Build Unshakable Trust: 2️⃣ Lead through actions. Don’t just talk about culture—live it, daily. 3️⃣ Delegate with purpose. Trust your team with ownership, not just tasks. 4️⃣ Own your mistakes. Admit when you’re wrong. Vulnerability builds trust. 5️⃣ Honor small wins. Recognition fuels motivation more than money does. 6️⃣ Empower growth. Guide, don’t dictate. Help people find their own solutions. 7️⃣ Keep your word. Reliability isn’t negotiable. Commitments aren’t optional. 8️⃣ Master recognition. Praise publicly, coach privately. 9️⃣ Create safe spaces. Speak last in meetings. Let others step up. 🔟 Protect your team. Stand up for them. Fight for their resources. 1️⃣1️⃣ Stay composed. If you panic, they panic. Stability starts with you. 1️⃣2️⃣ Lift others higher. Share credit. Let them shine brighter than you. The best leaders aren’t the loudest in the room, they’re the most consistent. Want to know how your leadership stacks up? Ask your team one simple question: "Do you trust me to have your back?" If the answer isn’t a resounding yes, you have work to do. #Leadership #ExecutiveCoaching #HighPerformanceTeams