Building trust with open-minded collaborators

Too often, I’ve been in a meeting where everyone agreed collaboration was essential—yet when it came to execution, things stalled. Silos persisted, friction rose, and progress felt painfully slow. A recent Harvard Business Review article highlights a frustrating truth: even the best-intentioned leaders struggle to work across functions. Why? Because traditional leadership development focuses on vertical leadership (managing teams) rather than lateral leadership (influencing peers across the business). The best cross-functional leaders operate differently. They don’t just lead their teams—they master LATERAL AGILITY: the ability to move side to side, collaborate effectively, and drive results without authority. The article suggests three strategies on how to do this: (1) Think Enterprise-First. Instead of fighting for their department, top leaders prioritize company-wide success. They ask: “What does the business need from our collaboration?” rather than “How does this benefit my team?” (2) Use "Paradoxical Questions" to Avoid Stalemates. Instead of arguing over priorities, they find a way to win together by asking: “How can we achieve my objective AND help you meet yours?” This shifts the conversation from turf battles to solutions. (3) “Make Purple” Instead of Pushing a Plan. One leader in the article put it best: “I bring red, you bring blue, and together we create purple.” The best collaborators don’t show up with a fully baked plan—they co-create with others to build trust and alignment. In my research, I’ve found that curiosity is so helpful in breaking down silos. Leaders who ask more questions—genuinely, not just performatively—build deeper trust, uncover hidden constraints, and unlock creative solutions. - Instead of assuming resistance, ask: “What constraints are you facing?” - Instead of pushing a plan, ask: “How might we build this together?” - Instead of guarding your function’s priorities, ask: “What’s the bigger picture we’re missing?” Great collaboration isn’t about power—it’s about perspective. And the leaders who master it create workplaces where innovation thrives. Which of these strategies resonates with you most? #collaboration #leadership #learning #skills https://lnkd.in/esC4cfjS

It might not look like it, but I’m actually quite approachable. Not when I’m grilling candidates on The Apprentice, perhaps, but definitely in work situations. I’m particularly mindful of creating a collegiate, non-threatening environment where colleagues feel safe sharing ideas, concerns, and especially mistakes. Here are four actionable ways you can enhance approachability and build trust with your team: 1. Be present and visible Approachability starts with visibility. If your team rarely sees you or feels they’re intruding when they do, they won’t speak up. Walk the floor, join informal conversations, and make time for spontaneous interactions. Your presence signals you’re open to hearing them, even outside formal meetings. 2. Think aloud and invite the input of others Explain your reasoning — and uncertainties — when making decisions. This creates space for others to contribute ideas or challenge assumptions. During meetings, outline options and explicitly ask for input. This builds trust and shows you value diverse perspectives. 3. Admit to your own mistakes Leaders who own their errors make it safer for others to do the same. Share a recent mistake in a team debrief and what you learned from it. This “models imperfection” and encourages a culture of learning from failure. 4. Use debriefs as learning moments After key projects or challenges, organise post-mortem meetings to review outcomes. Ask open-ended questions like, “What could we have done differently?” or “What should we carry forward next time?” These sessions will also repair tensions from stressful moments. Approachability is a leadership skill like any other. It takes effort and focus. But by fostering openness, you’ll build stronger relationships, improve performance and create a culture of trust. What techniques have you seen that bring out the best in people?

𝗢𝗻 𝗯𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝘁𝗿𝘂𝘀𝘁 𝘄𝗶𝘁𝗵 𝘁𝗲𝗰𝗵𝗻𝗶𝗰𝗮𝗹 𝗽𝗮𝗿𝘁𝗻𝗲𝗿𝘀 Early in my career, I thought being a great researcher meant delivering perfect insights. I spent hours polishing slides, crafting the clearest recommendations, thinking that’s how I would gain influence and drive impact. But over the years, I’ve learned: 𝗧𝗿𝘂𝘀𝘁 𝗶𝘀𝗻’𝘁 𝗯𝘂𝗶𝗹𝘁 𝗶𝗻 𝗳𝗶𝗻𝗱𝗶𝗻𝗴𝘀 𝗮𝗹𝗼𝗻𝗲. 𝗜𝘁’𝘀 𝗯𝘂𝗶𝗹𝘁 𝗶𝗻 𝗵𝗼𝘄 𝘆𝗼𝘂 𝘀𝗵𝗼𝘄 𝘂𝗽. Looking back, some of the most trust-building moments weren’t in research readouts, but in smaller and ongoing interactions like chats, 1:1s, tech reviews and roadmap meetings. At first, these deeply technical discussions about model architectures, system tradeoffs, and backend constraints felt daunting. But I leaned in with deep curiosity to learn their world – their language, their constraints, how they define success. I began asking questions that brought a different lens – questions about user experience implications, hidden assumptions in metrics, and whether definitions of success truly aligned with user value. Over time, I noticed a shift. Partners began pulling me into more of these conversations. They valued not only the different perspective I brought but also that I was designing research grounded in their reality. The closer I got to their world, the more they trusted me to help them navigate complexity with users in mind. Here are a few lessons that have guided me: 💡 𝗟𝗲𝗮𝗱 𝘄𝗶𝘁𝗵 𝗰𝘂𝗿𝗶𝗼𝘀𝗶𝘁𝘆, 𝗻𝗼𝘁 𝗰𝗿𝗶𝘁𝗶𝗾𝘂𝗲. It’s easy to point out flaws. It’s harder – and far more powerful – to ask questions that unlock better thinking. 💡 𝗚𝗲𝘁 𝗰𝗹𝗼𝘀𝗲 𝘁𝗼 𝘁𝗵𝗲𝗶𝗿 𝘄𝗼𝗿𝗹𝗱. Sit in their reviews and participate in their discussions. Learn the tradeoffs they’re wrestling with. Empathy is the foundation of trust. 💡 𝗦𝗵𝗮𝗿𝗲 𝘆𝗼𝘂𝗿 𝘁𝗵𝗶𝗻𝗸𝗶𝗻𝗴, 𝗻𝗼𝘁 𝗷𝘂𝘀𝘁 𝗰𝗼𝗻𝗰𝗹𝘂𝘀𝗶𝗼𝗻𝘀. When partners see how you approach a problem, they begin to trust your intuition and judgment, not just your final results. 💡 𝗙𝗼𝗰𝘂𝘀 𝗼𝗻 𝘂𝗽𝗹𝗲𝘃𝗲𝗹𝗶𝗻𝗴 𝘁𝗵𝗲𝗶𝗿 𝘄𝗼𝗿𝗸. Research isn’t just about answering questions; it’s about reframing them to drive better decisions. When partners see that your involvement helps them achieve goals faster, better, and with greater user impact, trust accelerates. 💡 𝗖𝗲𝗹𝗲𝗯𝗿𝗮𝘁𝗲 𝘁𝗵𝗲𝗶𝗿 𝘄𝗶𝗻𝘀. Research insights are powerful, but it’s the engineers, PMs, and designers who build and ship. Recognizing their contributions creates shared ownership and success. At the end of the day partnership is built in 𝘀𝗺𝗮𝗹𝗹 𝗺𝗼𝗺𝗲𝗻𝘁𝘀 – asking a clarifying question that reframes priorities, acknowledging a tough tradeoff, or staying a bit longer to align on next steps. Trust grows when partners see you’re not just doing your job, but actively working to strengthen their efforts and amplify their impact.

In our careers, misunderstandings and miscommunications are inevitable. However, the resilience of our professional relationships is tested not by these challenges themselves, but by how we navigate the journey back to mutual trust and respect. I recall a time when a significant misunderstanding with a colleague put a project we were both passionate about at risk. The mix-up stemmed from an email that was intended to clarify roles but ended up causing confusion about responsibilities. Tensions escalated quickly, affecting not only our collaboration but also the project's progress. The key to rebuilding our trust involved several crucial steps: 1. Immediate Acknowledgement: We acknowledged the misunderstanding swiftly without assigning blame. Recognizing the issue openly paved the way for a constructive conversation. 2. Open Communication: We dedicated time to sit down and discuss the misunderstanding openly and honestly. This was not a quick chat between tasks but a focused effort to understand each other’s points of view. 3. Apologizing Where Necessary: Both of us took responsibility for our parts in the misunderstanding. A genuine apology can go a long way in healing professional relationships. 4. Re-establishing Expectations: Together, we revisited and clearly defined our expectations moving forward. This helped prevent similar issues and ensured we were aligned in our project goals. 5. Reinforcing Trust Through Actions: Trust is rebuilt in the small moments. Following the conversation, we made a concerted effort to demonstrate our commitment through reliability, consistent communication, and support for one another. 6. Reflecting and Learning: Finally, this experience became a learning opportunity. We reflected on what went wrong and how we can better handle potential misunderstandings in the future. This incident taught me that trust is not just about believing in someone's abilities or intentions; it's also about the willingness to work through misunderstandings together, with integrity and openness. The concerted effort to repair our working relationship not only salvaged our project but also strengthened our professional bond, making us better collaborators. Have you experienced a similar situation where you had to rebuild trust with a colleague? What actions were key to re-establishing that trust? Sharing your story could inspire others facing similar challenges. https://lnkd.in/e7SRH9Cx

Trust is not something you have, but something you do. 6 proven ways to build unshakeable trust with your team, TODAY: (Sample situations and scripts are included) 1. Say what you do. Minimize surprises. ➜Why: Consistency in communication ensures everyone is on the same page, reducing uncertainties and building reliability. ➜Situation: After a meeting, promptly send out a summary of what was agreed upon, including the next steps, owners, and deadlines. ➜Script: "Thank you for the productive meeting. As discussed, here are our next steps with respective owners and deadlines. Please review and let me know if any clarifications are needed." 2. Do what you say. Deliver on commitments. ➜Why: Keeping your word demonstrates dependability and earns you respect and trust. ➜Situation: Regularly update stakeholders on the project's progress. Send out a report showing the project is on track, and proactively communicate any potential risks. ➜Script: "Here's the latest project update. We're on track with our milestones. I've also identified some potential risks and our mitigation strategies." 3. Extend the bridge of trust. Assume good intent. ➜Why: Trust grows in a culture of understanding and empathy. Giving others the benefit of the doubt fosters a supportive and trusting environment. ➜Situation: If a team member misses an important meeting, approach them with concern and understanding instead of jumping to conclusions. ➜Script: "I noticed you weren’t at today’s meeting, [Name]. I hope everything is okay. We discussed [key topics]. Let me know if you need a recap or if there's anything you want to discuss or add." 4. Be transparent in communication, decision-making, and admitting mistakes. ➜Why: Honesty in sharing information and rationale behind decisions strengthens trust. ➜Situation: Be clear about the reasoning behind key decisions, especially in high-stakes situations. ➜Script: "I want everyone to understand why we made this decision. Here are the factors we considered and how they align with our objectives..." 5. Champion inclusivity. Engage and value all voices. ➜Why: Inclusivity ensures a sense of belonging and respect, which is foundational for trust. ➜Situation: Encourage diverse viewpoints in team discussions, ensuring everyone feels their input is valued and heard. ➜Script: Example Script: "I'd really like to hear your thoughts on this, [Name]. Your perspective is important to our team." 6. Be generous. Care for others. ➜Why: Offering support and resources to others without expecting anything in return cultivates a culture of mutual trust and respect. ➜Situation: Proactively offer assistance or share insights to help your colleagues. ➜Script: "I see you’re working on [project/task]. I have some resources from a similar project I worked on that might be helpful for you." PS: Trust Is Hard-Earned, Easily Lost, Difficult To Reestablish...Yet Absolutely Foundational. Image Credit: BetterUp . com

Ever wonder how Pixar turns good stories into masterpieces? They have a secret weapon called the “Braintrust” where directors, writers, and producers gather to deliver brutally honest feedback on films in progress. It works because they've built a culture where even the newest team member can challenge the most senior director's vision. No tiptoeing around egos. No sugar-coating problems. Just pure focus on making the story better. Ed Catmull, Pixar's co-founder, designed the Braintrust around a powerful insight: candid feedback only works when it's delivered with empathy. The goal of the Braintrust is not to tear down ideas, but to help every film reach its full potential. Want to build your own version? Start small. Create regular feedback sessions where titles get checked at the door. Make it clear that pointing out problems isn't being negative, it's an act of care for the project. Build trust gradually by showing that good critique leads to better outcomes. Remember though: A Braintrust without psychological safety is just a critique session. The real transformation happens when every team member knows their honest feedback makes the work better—and that making the work better is everyone's job.

Building a Trust-Driven Culture: Fresh Ideas to Ignite Change! 🚀 Trust isn’t just a value—it’s the heartbeat of any thriving organization. If you’re looking to foster a culture rooted in trust, here are some creative ideas to get started: 1️⃣ Radical Transparency Tuesdays: Dedicate one day a week to open Q&A sessions where team members can ask anything—no filters, no judgment. 🎤 2️⃣ Failure Celebration Rituals: Normalize mistakes by celebrating lessons learned. Host a monthly “Failure Fest” to share stories, laugh, and grow together. 🎉💡 3️⃣ Cross-Team Shadowing: Encourage empathy by having employees spend a day shadowing a teammate from a different department. Seeing the challenges others face builds mutual respect. 🤝 4️⃣ Trust Tokens: Gamify trust! Employees can “gift” tokens to colleagues who demonstrate honesty, collaboration, or accountability. Redeem tokens for rewards or public recognition. 🪙🌟 5️⃣ Anonymous Feedback Fridays: Create a safe space for employees to voice concerns or share praise. Actively address the feedback to show you’re listening. 🗣️📩 6️⃣ Leaders in the Spotlight: Let leaders get vulnerable by sharing personal stories about challenges, failures, and lessons. Authenticity breeds trust. 🌟 7️⃣ Celebrate the Quiet Contributors: Build trust by recognizing unsung heroes whose work often goes unnoticed. This reinforces a culture where everyone matters. 🎖️ 8️⃣ Trust Retreats: Organize team retreats focused on trust-building activities like outdoor challenges, problem-solving exercises, or simply breaking bread together. 🏞️🍴 A trust-driven culture isn’t built overnight—it’s the small, intentional actions that truly matter. What strategies have worked for you? Let’s share ideas and elevate workplace trust together! 🌟✨ #Leadership #CultureBuilding #TrustMatters #Innovation

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.