How to Build Trust During Company Changes

I’ve gone through 7 company pivots. Here are my learnings on leading through change: Building startups has meant I’ve constantly been navigating uncertainty. And honestly, it can be really hard. According to Harvard Business Review, over 50% of companies fail to create a sense of urgency when implementing new changes. This inability often stems from the paralyzing fear of ‘what if’, ↳ What if it ends badly? ↳ What if it doesn’t go well? ↳ What if we shouldn’t change at all? Most companies prefer denial to facing these fears. What has worked for me is: 1) Getting out of denial by acknowledging the challenges 2) Taking these 8 steps to set clear focus and build trust The first move is acknowledging everyone’s emotions and why it is hard: 1/ People Fear the Unknown ↳ Change shakes up our comfort zones and routines, making us anxious about what’s coming next. 2/ Change Creates Confusion ↳ Everyone needs to understand the "why" and "how" behind the change. 3/ Culture is Stubborn ↳ Old habits die hard. Changing the way things have always been done is tough. 4/ Resources are Limited ↳ Change takes time, money, and people. Juggling these with other priorities is a skill. You need focus. 5/ Uncertain Leadership is Exposed ↳ Leaders need to be fully on board and consistent in their messages to avoid mixed signals. 6/ Emotions Run High ↳ Change stirs up stress and fears about job security, which can derail efforts if not managed. This gets you out of denial and ready to take action. Once you’ve acknowledged the challenges, here are 8 steps to drive change: 1/ Set a very clear unifying goal: ↳ Change is stressful and so a simple clear goal is something the team can understand and get behind. 2/ Cut conflicting priorities: ↳ Conflicting priorities are a recipe for disaster. Cut “nice-to-have” projects and focus on the existential risk. 3/ Explain the “why”: ↳ Explain very clearly why change is needed and why the old way isn’t working. 4/ Be open about the challenges but remain positive ↳ The team need to trust you and so you should share the challenges. However, they need to have confidence you can deliver change. Your job is to give them that confidence. 5/ Communicate calmly: ↳ Your calmness and your stress will be contagious. Remember that. 6/ Provide emotional support: ↳ Unsuccessful change leaders only focus on the outcome - focus on your people’s emotions, and provide the support they need. 7/ Lead by example: ↳ Leaders need to be 100% committed to the change that you want to see in your team. 8/ Continue to learn: ↳ Always ask questions - continue to collect formal and informal feedback and integrate them. Change is never easy. But you can use these principles to make it easier. P.S. What is your top tip for leading through change? -- ♻️ Repost this to help your network become top performers. 📌 Want a high-resolution PDF of this? 1. Just follow me Will McTighe 2. Sign up for my free Level Up Community at lnkd.in/gKzZUq-b

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 built in drops and lost in buckets, and we’re running out of buckets. If you're leading teams through #AI adoption, navigating #hybrid work, or just steering through the tempest that is 2025, there's a crucial factor that could make or break your success: #trust. And right now, it's in free fall. Edelman's Trust Barometer showed an "unprecedented decline in employer trust" -- the first time in their 25 years tracking that trust in business fell. It's no surprise: midnight #layoff emails, "do more with less," #RTO mandates, and fears of #GenAI displacement given CEO focus on efficiency are all factors. The loss of #trust will impact performance. The Institute for Corporate Productivity (i4cp) research shows high performing organizations have 10-11X higher trust between employees and leaders. Trust impacts #engagement, #innovation and #technology adoption, especially AI. My latest newsletter gets beyond the research and into what leaders can do today to start rebuilding trust You can't command-and-control your way through a complete overhaul of how we work... Trust is a two-way street. Leaders need to go first, but we also have to rebuild the gives-and-takes of employer/employee relationships. Three starting points: 1️⃣ Clear Goals, Real Accountability. Stop monitoring attendance and start measuring outcomes. Give teams clear goals and autonomy in how they achieve them. 2️⃣ Transparency with Guardrails. Break down information silos. Share context behind decisions openly - even difficult ones. Establish guardrails for meaningful conversations internally (instead of rock-throwing externally). 3️⃣ Show Vulnerability. Saying "I don't know" isn't weakness–it's an invitation for others to contribute. The word “vulnerability” seems anathema to too many public figures at the moment, who instead are ready to lock themselves in the Octagon with their opponents. But what’s tougher for them: taking a swing at someone, or admitting to their own limitations? This isn't just about CEOs. Great leaders show up at all levels of the org chart, creating "trust bubbles:" pockets of high performance inside even the most challenging environments. If you're one of those folks, thank you for what you do! 👉 Link to the newsletter in comments; please read (it's free) and let me know what you think! #FutureOfWork #Leadership #Management #Culture

During times of change or uncertainty, it’s normal to feel the urge to act, but not know where or how to begin. One of my go-to moves when I hit that moment is to connect with others. In the workplace, change rarely happens in isolation. If you’re feeling uncertain, odds are your teammates are too. This is where the strength of connection matters most. Research shows that helping or being in service to and with others boosts our engagement and well-being, sometimes referred to as the “helper’s high.” If you’re not sure how to get started, try these small actions: ➡️ Check in on your peers - This is a natural (and maybe obvious) place to start by going and checking in with your teammates, cross-functional stakeholders etc. See how they are doing, demonstrate that you care for their well-being and are there to support them. It will earn you goodwill, but also may help you feel better and not solo. ➡️ Create conditions for groups - In addition to checking in on a 1:1 level, go ahead and create space for groups of people to connect and share with each other. By acting as a facilitator or convener, you can bring people together so they can share, connect and learn from one other. These can be actual connection moments (in-person or virtual) but they can be as simple as spinning up a group text, slack channel or other communication forum for people to connect. ➡️ Go first in building trust - Uncertainty can raise our defenses. Be the person who lowers them. Lead with openness, authenticity, and a touch of vulnerability. When you show you can be trusted, others are more likely to follow your lead. These actions may seem small, but that's often what we need to feel like we're making progress, or to grab a sense of stability. How are you finding ways to connect with others during times of change and uncertainty? #leadership #change

Imagine stepping into a new leadership role only to find that your arrival isn't met with open arms. Instead, you face a team that feels uncertain and unhappy with the new direction. They miss their former leader and view you as an "outsider." From the beginning, you notice some team members gossiping, criticizing, and finding faults in your work. It can be tempting to feel disheartened, questioning your ability to lead. But remember: wherever your attention goes, your energy flows. You might think, "I'm in power now, and I'll show them how it's done." But consider this: ❌ Dwelling on criticism can drain your energy and create a toxic atmosphere. ❌ Allowing yourself to be drawn into the gossip or complaints only reinforces the divide between you and your team. Have you thought about focusing your attention elsewhere? ✅ Instead of viewing criticism as a personal attack, see it as an opportunity for growth. Ask yourself, "What can I learn from this feedback?" ✅ Invest time in building relationships. Have one-on-one conversations with team members. Understand their concerns and share your vision for the future. ✅ Acknowledge the team's efforts, no matter how small. This helps shift the focus from negativity to positivity, fostering a collaborative environment. ✅ Create a safe space for your team to express their thoughts and ideas. By listening actively, you can transform criticism into constructive dialogue. Remember, as a leader, your energy is contagious. When you focus on building connections and fostering a positive culture, you invite your team to join you on that journey. So, where will you direct your attention today? Are you ready to shift the narrative and create a thriving environment for your team? 🌟 P.S. The video credits go to the respective owner. #Leadership #TeamBuilding #Juliecore 

Change is never just strategic—it’s deeply psychological. During transformation, the biggest risk isn’t resistance. It’s silence. Silence means people don’t feel safe to speak up. And without psychological safety, ❌ Ideas disappear. ❌ Mistakes go unreported. ❌ Trust quietly erodes. That’s why high-trust cultures don’t happen by accident. They’re intentionally built—especially during change. Here’s a framework I use to help organizations foster psychological safety during transitions: 🔹 S — Speak Up Create a culture where people can share concerns or ideas without fear of being shut down. 🔹 A — Acknowledge Emotion Validate that change brings uncertainty. Don’t power through discomfort—address it. 🔹 F — Follow Through Keep your word. Psychological safety collapses when promises aren’t kept. 🔹 E — Encourage Learning Reward experimentation. Normalize failure as part of growth—especially during change. Leaders set the tone. If you want your people to lean in, not check out—start with SAFE. If you're navigating transformations and want to build a culture of trust that lasts, DM me “TRANSFORM”. Let's transform the way your organization leads through change.

I spent the morning with a company’s leaders in Hoboken, NJ to talk about psychological safety. Here are three of the biggest things that came out of our time together today: 1️⃣ People can feel unsafe, even in the best cultures, when there’s a large amount of change. As humans, we worry about how change will impact us. 🛠️ How do we fix this? Keep conversations open during change. Talk about what’s changing. Create space for teams to voice their fears. Also, make sure to reaffirm what’s not changing for them. 2️⃣ Working cultures have become increasingly transactional. We live in back-to-back Zoom calls. We feel more disconnected (even though we’re ironically, more digitally connected than ever). 🛠️ How do we fix this? Taking even a few minutes to ask intentional, human-focused questions at the beginning of meetings. Even slowing down for five minutes can speed up time together when we see each other more fully. 3️⃣ When big organizational changes happen, it’s common for teams to feel scattered and isolated. They don’t always feel they are working on the most important parts of strategy (even when they are). 🛠️ How do we fix this? Alignment and vision create speed and safety. The more everyone is aligned with a vision, the easier it is for people to feel safe to experiment, fail, and reset to try again. Overcommunicate the vision. Create vivid imagery around what great looks like as a team. It can become a rallying point for everyone. Psychological safety isn’t simply inviting others to share openly about their ideas or feelings. It’s about creating an environment where everyone can show up as their authentic selves, feel empowered to experiment, and trust they’ve got each other’s backs even during bumpy times. I want to know from you, LinkedIn friends: What has a leader in your career done that’s built safety for you to do your best work? 📸 on the ferry back to Manhattan after our session today. The sun was out and the weather was perfect!

If you’ve been watching the news lately, you’ve probably seen some 𝗯𝗶𝗴 𝗵𝗲𝗮𝗱𝗹𝗶𝗻𝗲𝘀 about policy changes, workforce shifts, and decisions that impact organizations and their people. This is NOT a political post. So don’t come for me in the comments.😊 But if you’re an 𝗶𝗻𝗳𝗼𝗿𝗺𝗮𝗹 𝗹𝗲𝗮𝗱𝗲𝗿, you’re getting a front-row lesson in 𝗲𝗳𝗳𝗲𝗰𝘁𝗶𝘃𝗲 𝗰𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻 𝗱𝘂𝗿𝗶𝗻𝗴 𝘂𝗻𝗰𝗲𝗿𝘁𝗮𝗶𝗻𝘁𝘆. I’d love to tell you that you can just focus on the work and avoid these conversations. But we both know that’s not reality—especially when 𝘆𝗼𝘂𝗿 𝗼𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻 𝗮𝗻𝗱 𝗽𝗲𝗼𝗽𝗹𝗲 𝗮𝗿𝗲 𝗶𝗺𝗽𝗮𝗰𝘁𝗲𝗱. Here’s the hard truth: ➝ As an 𝗶𝗻𝗳𝗼𝗿𝗺𝗮𝗹 𝗹𝗲𝗮𝗱𝗲𝗿, YOU are often the one leadership expects to communicate the message. ➝ YOU are the one keeping your team calm and focused when speculation spreads. ➝ YOU are the bridge between truth and conjecture. And that? 𝗧𝗵𝗮𝘁’𝘀 𝗮 𝘁𝗼𝘂𝗴𝗵 𝗽𝗹𝗮𝗰𝗲 𝘁𝗼 𝗯𝗲. Because suddenly, you have to: ➝ Remove your personal feelings from the situation ➝ Balance 𝘁𝗿𝗮𝗻𝘀𝗽𝗮𝗿𝗲𝗻𝗰𝘆, 𝗮𝘂𝘁𝗵𝗲𝗻𝘁𝗶𝗰𝗶𝘁𝘆, 𝗮𝗻𝗱 𝗺𝗲𝘀𝘀𝗮𝗴𝗶𝗻𝗴 ➝ Stay 𝗹𝗲𝘃𝗲𝗹-𝗵𝗲𝗮𝗱𝗲𝗱 𝗶𝗻 𝘁𝗵𝗲 𝗺𝗶𝗱𝗱𝗹𝗲 𝗼𝗳 𝗰𝗵𝗮𝗼𝘀 𝗦𝗼 𝘄𝗵𝗮𝘁 𝗰𝗮𝗻 𝘆𝗼𝘂 𝗱𝗼 𝘄𝗵𝗲𝗻 𝗬𝗢𝗨 𝗮𝗿𝗲 𝘁𝗵𝗲 𝘃𝗼𝗶𝗰𝗲 𝗼𝗳 𝘁𝗵𝗲 𝗼𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻? 𝟭. 𝗙𝗿𝗮𝗺𝗲 𝘁𝗵𝗲 𝗳𝗮𝗰𝘁𝘀 𝗳𝗶𝗿𝘀𝘁. Before emotions take over, ensure you understand what is 𝘁𝗿𝘂𝗲, 𝘄𝗵𝗮𝘁 𝗶𝘀 𝘂𝗻𝗰𝗲𝗿𝘁𝗮𝗶𝗻, 𝗮𝗻𝗱 𝘄𝗵𝗮𝘁 𝗶𝘀 𝗷𝘂𝘀𝘁 𝗻𝗼𝗶𝘀𝗲. 𝟮. 𝗔𝗰𝗸𝗻𝗼𝘄𝗹𝗲𝗱𝗴𝗲 𝗰𝗼𝗻𝗰𝗲𝗿𝗻𝘀 𝘄𝗶𝘁𝗵𝗼𝘂𝘁 𝗳𝘂𝗲𝗹𝗶𝗻𝗴 𝗽𝗮𝗻𝗶𝗰. People want to be heard, not dismissed. Create space for dialogue. 𝟯. 𝗔𝗹𝗶𝗴𝗻 𝘄𝗶𝘁𝗵 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗯𝘂𝘁 𝗮𝗱𝘃𝗼𝗰𝗮𝘁𝗲 𝗳𝗼𝗿 𝘆𝗼𝘂𝗿 𝗽𝗲𝗼𝗽𝗹𝗲. You’re the bridge—make sure the messaging is clear while also protecting team morale. 𝟰. 𝗠𝗮𝗶𝗻𝘁𝗮𝗶𝗻 𝘆𝗼𝘂𝗿 𝗰𝗿𝗲𝗱𝗶𝗯𝗶𝗹𝗶𝘁𝘆. If you don’t know, say so. If you get an update, share it. Leaders who hedge or guess lose trust. If you’ve been in this situation, how do you navigate it? Drop your thoughts below. Let’s build a playbook for informal leaders dealing with difficult messaging. #Leadership #Communication #InformalLeadership #NavigatingChange #InfluenceWithoutAuthority

The biggest mistake I see HR leaders making when joining a new organization or taking over a team is this: Not respecting the past work, efforts, and history of the organization or team they are now leading. Of course, this is rarely intentional, but statements like these below can destroy trust at a time when it is needed most: "This is not how we did it at my last two companies..." "This is really inefficient. I can't believe this is our current process..." Of course, as a new leader, you have a job to do! You were hired or promoted to help improve the overall effectiveness of your team... and now, right? But your success depends on how quickly you can build trust with your new team, leverage their strengths, and get them behind your new vision for the future. So, here are five ways you can respect the past while asking your team to embrace the future: 1. Take the time to understand why things are the way they are. Ask questions to understand and resist the urge to pass judgment.     2. Realize that all decisions (good or bad ones) were made with the information available at that time. Don't waste energy debating past decisions... leave the past in the past and look forward.     3. Give your team a "magic wand" and ask them what they would change, improve, or redesign if money, time, and resources were no object.     4. Spend time with your new team... get to know their strengths, development areas, career aspirations, and what makes them excited to come to work.     5. Co-create a vision of the future with your team that includes both incremental improvements and game-changing initiatives. What other advice do you have for new HR leaders?

Leaders launching programs without trust are building dream homes on unstable ground. Trust forms the solid foundation that makes all other leadership efforts possible. Without it, every program—no matter how innovative—collapses under pressure. Think of trust as your organization's shock absorber. When market conditions shift, strategies pivot, or difficult decisions arise, trust ensures your team adapts rather than fractures. Without established trust, even your best initiatives quickly lose credibility: • An innovative employee-experience project feels superficial. • Conscious leadership training is dismissed as performative. • New DEI efforts are viewed cynically as compliance exercises. Building trust doesn't require complex theories—just consistent, predictable actions: • Clearly outline what's coming next quarter, and then deliver exactly as promised. • Regularly communicate updates, maintaining transparency even during quiet periods. • Address unavoidable changes openly, providing clear context and sufficient notice. I've seen this approach succeed repeatedly. One executive team facing significant distrust after leadership turnover made three clear promises for Q1. They met each commitment exactly as promised and communicated the results transparently. Within two quarters, their trust metrics improved by 12%. Start simply: Commit to one concrete action your team can count on in the next month—and follow through precisely. Invest first in trust. Every other initiative depends entirely upon it.