How new leaders can build trust without disruption

New leaders: You don’t need to blow up the team to prove you’re in charge. In my last CEO role, there was an expectation that I’d make sweeping executive changes. I didn’t. After a few weeks of listening, learning, and understanding the people and the business, it was clear: we didn’t need disruption. We needed focus. Some leaders walk in and immediately “clean house.” Swap out the team. Bring in their crew. Make a point. But that’s not strength — that’s insecurity with a title. Real leadership isn’t about showing dominance. It’s about showing judgement. Knowing who’s adding value — and who’s not — without bias. Balancing trusted talent with fresh perspective. Choosing performance over loyalty. Delivery over legacy. If your first move as a leader is a wrecking ball, your leadership might be built on ego — not strategy.

The fastest way to lose credibility in a new job? Say “Here’s how we did it at my last company.” Those nine words can be a career killer—especially for a senior hire stepping into a new role. I learned this lesson firsthand from Jeremy Achin, then-CEO of DataRobot during my interview process to join as head of marketing reporting to him. His advice was simple but powerful: Take time to listen, learn, and understand how this company does things before assuming what worked elsewhere will work here. It’s easy to come into a new role with a playbook from past successes. We’re hired based on our past successes. But too often, people join an organization and immediately try to overlay their previous models without first appreciating the unique history, culture, and dynamics that got the company to where it is today. Sure, some legacy processes might be quirky, inefficient, or ready for a refresh. But others exist for a reason—shaped by the market, the people, and the company’s DNA. That advice paid off for me. At DataRobot some things were done differently—sometimes counterintuitively—but there was history and value in those approaches that I would have missed had I rushed to “fix” things. Since then, I’ve carried this lesson forward in my career: The first 90 days in a new leadership role should be spent listening more than talking, understanding before changing, and earning trust before pushing for transformation. For those stepping into roles at a new company, I’d offer this: ✅ Be a student first—Ask why things are the way they are. Seek to understand before making assumptions. ✅ Respect the past—Every company has a history. Dismissing it outright can alienate the people who built it. ✅ Find the bright spots—Not everything needs fixing. Identify what’s already working well and build on it. ✅ Earn the right to change things—Influence is built through trust, not by declaring the old way broken. ✅ Find a quick win—Identify close, trusted collaborators and work with them on an early success that gets people excited and builds momentum for your goals. I’d love to hear from fellow DataRobot alumni—what were some of the best lessons you took from your time there? And from others: What’s the best piece of advice you’d give to a leader or senior hire in their first 3-6 months at a new company?

In my experience, trust isn’t just given, it’s earned through consistent, intentional actions. Trust is the bedrock of any high-performing team, and without it, collaboration and innovation suffer. Here are some key behaviors that build trust in action: 📣 Deliver on Promises: Always follow through on your commitments. Reliability and consistency in meeting deadlines and fulfilling obligations show your team they can count on you. 📣 Communicate Transparently: Open and honest communication fosters trust. Share information freely, admit mistakes, and keep your team informed about changes and decisions. 📣 Show Empathy: Understand and respect your colleagues' perspectives and emotions. Being genuinely empathetic and supportive strengthens relationships and builds trust. 📣 Give Credit Where It’s Due: Recognize and celebrate the contributions and achievements of others. Acknowledging the hard work and successes of your team members builds a culture of trust and mutual respect. 📣 Be Authentic: Be yourself and show vulnerability. Authenticity helps others see you as trustworthy and relatable, fostering deeper connections. 📣 Listen Actively: Truly listen to what others have to say without interrupting or judging. Active listening demonstrates respect and shows that you value their input. 📣 Maintain Integrity: Always act ethically and stand by your principles, even when it’s difficult. Integrity is a cornerstone of trust. What behaviors have you found most effective in building trust within your team? Share your experiences and insights below! ---------- Hey, I'm Kevin, I am the founder of KEVRA: The Culture Company and provide daily posts and insights to help transform organizational culture and leadership. ➡️ Follow for more ♻️ Repost to share with others (or save for later) 🔗 Visit kevraconsulting.com to learn more

Trust isn't just a nice-to-have anymore. It's the foundation of modern leadership. Here's what I've learned after 15+ years of leading teams: 🔑 When trust exists: • People stay longer • Innovation flourishes • Teams deliver better results • Talent attracts more talent But here's the hard truth... Building trust takes intentional effort. 3 ways I've found to build trust as a leader: 1. Create psychological safety Let your team know it's OK to: - Make mistakes - Share wild ideas - Challenge the status quo 2. Show vulnerability - Admit when you're wrong - Share your own struggles - Ask for help when needed 3. Follow through consistently - Keep your promises (big & small) - Do what you say you'll do - Be transparent about changes The future belongs to leaders who prioritize trust. Not just because it's the right thing to do... But because it's the smart thing to do. Are you intentionally building trust with your team? #Leadership #Trust #TeamBuilding #FutureOfWork