How to rebuild trust in hostile climates

I once worked with a team that was, quite frankly, toxic. The same two team members routinely derailed meeting agendas. Eye-rolling was a primary form of communication. Side conversations overtook the official discussion. Most members had disengaged, emotionally checking out while physically present. Trust was nonexistent. This wasn't just unpleasant—it was preventing meaningful work from happening. The transformation began with a deceptively simple intervention: establishing clear community agreements. Not generic "respect each other" platitudes, but specific behavioral norms with concrete descriptions of what they looked like in practice. The team agreed to norms like "Listen to understand," "Speak your truth without blame or judgment," and "Be unattached to outcome." For each norm, we articulated exactly what it looked like in action, providing language and behaviors everyone could recognize. More importantly, we implemented structures to uphold these agreements. A "process observer" role was established, rotating among team members, with the explicit responsibility to name when norms were being upheld or broken during meetings. Initially, this felt awkward. When the process observer first said, "I notice we're interrupting each other, which doesn't align with our agreement to listen fully," the room went silent. But within weeks, team members began to self-regulate, sometimes even catching themselves mid-sentence. Trust didn't build overnight. It grew through consistent small actions that demonstrated reliability and integrity—keeping commitments, following through on tasks, acknowledging mistakes. Meeting time was protected and focused on meaningful work rather than administrative tasks that could be handled via email. The team began to practice active listening techniques, learning to paraphrase each other's ideas before responding. This simple practice dramatically shifted the quality of conversation. One team member later told me, "For the first time, I felt like people were actually trying to understand my perspective rather than waiting for their turn to speak." Six months later, the transformation was remarkable. The same team that once couldn't agree on a meeting agenda was collaboratively designing innovative approaches to their work. Conflicts still emerged, but they were about ideas rather than personalities, and they led to better solutions rather than deeper divisions. The lesson was clear: trust doesn't simply happen through team-building exercises or shared experiences. It must be intentionally cultivated through concrete practices, consistently upheld, and regularly reflected upon. Share one trust-building practice that's worked well in your team experience. P.S. If you’re a leader, I recommend checking out my free challenge: The Resilient Leader: 28 Days to Thrive in Uncertainty  https://lnkd.in/gxBnKQ8n

You can’t rebuild trust if you’re still trying to protect your image. Trust can be rebuilt. But not with spin. And not with silence. I worked with a guy who inherited a team the business no longer trusted. Trust had been fractured. Badly. The relationship was strained. Expectations were low. Every update was met with doubt. The team had stopped treating deadlines like commitments. Dates slipped. Promises were broken. Commitments ignored. The business had learned not to count on them. He didn’t launch a trust campaign. No 10-step process. He practiced extreme transparency, especially when things weren’t going as planned. If something might be late, he reported it. If a commitment was at risk, he highlighted the risk. If the plan needed to change, he negotiated it with the business. He shared everything. The good, the bad, and the ugly. No delays. No coverups. No surprises. He made a simple vow: “Nothing should catch them off guard. If it might go sideways, they’ll hear it from me first. If actual performance varies from the plan, they’ll know about it.” At first, they were surprised by the candor. Then, they came to expect it. And slowly, they began to trust the team again. Not because he said all the right things. Because he did the right things. Because he was honest and honored their commitments. Consistently. Proactively. Without spin. Trust isn’t rebuilt by avoiding bad news. It’s rebuilt by refusing to let bad news be a surprise.

Your employees don't trust you, and your big promises aren't helping. After multiple years of disruption—including layoffs, shifting work models, and the rise of AI—trust in leadership is at a serious low. Our recent data at Emtrain confirms this: integrity scores dropped 5% last year, and accountability scores fell by 3%. Trust doesn't erode because of tough decisions alone. It breaks down when your team can't predict what you'll do next. Leaders often assume bold promises or inspiring speeches can rebuild trust quickly. In reality, trust depends entirely on predictable, reliable actions. Here's how to rebuild trust through predictability: 1. Make clear, specific commitments for the upcoming quarter—and keep them consistently. 2. Communicate regularly, even when there's nothing new to report. Your consistency signals stability. 3. When unavoidable changes arise, explain why early and clearly, and give your team sufficient notice. 4. Follow through by explicitly highlighting when you've delivered on past promises. I've personally witnessed this approach in action with a client undergoing significant leadership changes. After a rocky transition, the new executive team committed to three measurable goals for the following quarter. They delivered exactly as promised, then clearly communicated the results. Within two quarters, their trust metrics had risen by 12%. Rebuilding trust doesn't happen overnight, but it always starts with one clear, predictable commitment. Choose one promise you can absolutely deliver within the next 30 days—and deliver it without fail. That's how you restore trust. Not with big speeches, but with steady predictability and unwavering follow-through. I'd like to hear from others: What one specific commitment could you make (and keep) to begin rebuilding trust with your team this quarter?

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

Leaders want trust. But few know how to build it. Through decades of working with leaders and running my own company, I’ve discovered 5 essential elements that create unshakeable trust: 1. 𝗛𝘂𝗺𝗶𝗹𝗶𝘁𝘆: Start with looking for your own responsibility in any given interaction that doesn’t end well. When ruptures occur, our defensive instinct is to focus on what others did wrong. Asking “What’s my responsibility in this?” helps move us out of victim mode and gives us back the power to repair and build back trust. 2. 𝗛𝗲𝗮𝗿𝘁: Check in with how open or closed your heart is. When it feels shut down—which often happens after conflict—real repair becomes almost impossible. Simply noticing how you’re feeling and naming it can begin to create an opening. When people can feel your heart and your openness, everything tends to go better. 3. 𝗖𝘂𝗿𝗶𝗼𝘀𝗶𝘁𝘆: Instead of trying to prove your case, seek genuine understanding. “I’m wondering why…” opens more doors than “Here’s why you’re wrong.” 4. 𝗣𝗮𝘁𝗶𝗲𝗻𝗰𝗲: Trust emerges gradually. You can’t force it or legislate it into existence. Since no two humans see the world the same way, ruptures are inevitable. The key is staying open through difficulties. 5. 𝗖𝗼𝘂𝗿𝗮𝗴𝗲: Extend trust before it’s fully “earned.” This might seem risky, but when we trust our instincts about someone’s fundamental character, we create space for deeper connection. When genuine trust exists, something extraordinary becomes possible: We can share ideas without fear, be wrong without shame, and create possibilities none of us could reach alone. I wrote about building unshakeable trust in a recent newsletter (linked in the comments). If you found this interesting, subscribe using the link in my profile to receive future insights on becoming the leader—and human—you’re capable of being.

"Trust gone – now everything is lost? Or what is it like in leadership when you have lost trust in an employee? I had this question in a coaching session the other day. Can you still work together when trust is gone? Often there is no other option, and yes, I firmly believe that trust can be restored. From my experience, however, it is a long-term process. The first step must be to address the issue directly – even if it is tough. 🔑 Recognizing and addressing loss of trust: Open communication is crucial. Leaders should seek dialogue to clarify the reasons for the loss of trust and to clear up misunderstandings. It is important to name specific examples and situations that led to the loss of trust in order to find solutions together. A study by Kramer and Tyler (1996) emphasizes that open and honest communication is the key to rebuilding lost trust. Beating around the bush does not help. My strategy is always: Put the shit on the table! 🔑 Rebuilding trust: Trust can be gradually restored through consistent and transparent communication and by keeping commitments. It is helpful to delegate small tasks and responsibilities and to closely monitor the employee's progress. Positive reinforcement and recognition of improvements can support the process. According to research by Lewicki and Bunker (1996), rebuilding trust is a gradual process supported by consistent actions and keeping promises. A study by Kim, Dirks, and Cooper (2009) shows that small, positive interactions and the gradual transfer of responsibility can help restore trust. These small successes should be regularly acknowledged and celebrated to promote positive reinforcement. 🔑 Implementing control mechanisms: During the rebuilding of trust, it may be necessary to introduce temporary control mechanisms. However, these should be communicated transparently and presented as temporary measures to avoid further damaging trust in the long term. Research, such as that by Bijlsma-Frankema and Costa (2005), supports that such measures should be clearly communicated and presented as temporary. This transparency prevents the measures from being interpreted as mistrust and helps preserve long-term trust. What are your experiences and strategies? #LossOfTrust #Leaders #TeamCommunication #CoachingTips #TransparentCommunication #EmployeeLeadership"

How I Rebuilt a Toxic Work Culture in 90 Days. The tension was impossible to ignore. Meetings felt like battlegrounds. Communication was filled with blame. Burnout was spreading like wildfire. I had inherited a toxic work culture, and the worst part? Most people had accepted it as "just the way things are." But I wasn’t willing to let that be the reality. So, I made a decision, change had to happen, and fast. Here’s how I turned things around in 90 days: 1️⃣ Faced the Hard Truth → I stopped assuming and started listening. → Anonymous surveys & open conversations revealed what was really broken. 2️⃣ Removed the Culture Killers → No more tolerance for gossip, negativity, or passive aggression. → Set clear, non-negotiable values for how we treat each other. 3️⃣ Fixed Communication First → Daily check-ins replaced passive-aggressive emails. → Honest feedback became the norm, not the exception. 4️⃣ Empowered the Right People → Leaders were chosen for their actions, not just titles. → Gave ownership back to the team instead of micromanaging. 5️⃣ Led by Example → I showed how I wanted the team to show up. → Integrity, respect, and accountability became the new standard. The Result? ✅ Trust was rebuilt. ✅ Collaboration replaced competition. ✅ People actually wanted to come to work. Culture is built by what you allow and what you encourage. If you’re in a toxic work environment, don’t wait for it to fix itself. Be the leader who changes it. Have you ever had to rebuild a broken work culture? What worked for you? 👇 Drop a comment and share your experience. DM me if you’re looking for strategies to turn things around. Let’s build better teams together. 

"We’re fine… it’s just remote work making things feel off." As The HRologist, I hear this from leaders all the time. I get it - it’s a comforting thought. Let’s be honest: remote work didn’t create poor communication or simmering conflicts, or disengagement. It simply amplified what was already there. Think of hybrid work as an X-ray for your organisation's community. The distance strips away the “quick chats” and friendly nods that skimmed over cracks in trust and connection. Suddenly, those hairline fractures aren’t so invisible. Those cracks quietly erode productivity, innovation, and retention. 📊 Gallup reports that only 36% of employees feel engaged at work, a figure stagnating (or worse, slipping). Behind those numbers is something I call “human debt” - the accumulated disconnection when people don’t feel seen, heard, or safe. ✨ The good news? You can fix this over time; it'll take more than another awkward virtual quiz hour on a Friday afternoon. 🌱 5 Human-Centred Steps to Rebuild Trust & Connection 🌟 1. Start with Psychological Safety Your team reflects you. Show your humanity first - share your missteps and learnings. It signals it’s safe to take risks and grow. 🌟 2. Make Connection Intentional Hallway chats are gone, but “wins & wobblies” check-ins create intentional space for empathy. Not a performance review—a pause to be human together. 🌟 3. Set Communication Boundaries No more 10pm Teams pings. Create clear norms that respect your team’s nervous systems (and yours). Rested people work smarter. Slowing down helps us go a little faster. 🌟 4. Build One-to-One Moments A simple, agenda-free 15-minute coffee chat can spark trust and surface insights no dashboard ever will. 🌟 5. Address Conflict Early (and Kindly) Conflict isn’t bad. Avoided conflict is. Equip yourself with “I feel… when… because…” conversations to stop small issues from festering into toxicity. As The HRologist, I help leaders like you design workplaces where human connection becomes your competitive advantage. Because when people feel safe, seen, and supported, they don’t just perform better. They stay. They innovate. They thrive. ✨ If you’re ready to move beyond surface-level “engagement fixes” and create lasting cultural change, let’s talk. 📩 DM me or comment “connection” and I’ll send you a few ways we can work together. 💬 Leaders: What’s one small, intentional step you’ve taken to strengthen human connection in your team? #Leadership #HR #TeamCommunity #PsychologicalSafety #HybridWork #TheHRologist

“You probably think I don’t deserve to be captain anymore. That I let my team down. That I set the wrong example.” That’s how my son started the hardest conversation of his season. Not with excuses, but with a tactic from Chris Voss’s Never Split the Difference: the Accusation Audit. In high-stakes conversations, Voss teaches that the most powerful way to begin is by naming every doubt, fear, or frustration the other side might have about you before they do. Why? ✅ It shows empathy ✅ It diffuses defensiveness ✅ It establishes trust This weekend, my son lost his captain title after forgetting his cleats before a key tournament game even after repeated reminders. (Parents, you feel me? 🙃) The coach made the call. He spent part of the tournament on the sidelines. And though his team still won, it was bittersweet. A tough but valuable lesson. At home, we talked through what his next conversation with his coach could look like. Start with the audit: “You probably think I’ve lost focus. That I wasn’t prepared. That I don’t deserve to lead.” Then pivot with intention: What does your coach need? -> Someone who shows up prepared and leads by example. What can you offer? -> Be the most prepared player on the field. Every day. What do you want to ask for? -> The chance to earn back the captain title. This is what leadership in sports, work, or life requires: 🔹 See the situation through their eyes 🔹 Name their concerns out loud 🔹 Rebuild with trust and action 🔹 Ask with intention, not entitlement Mistakes are inevitable. What defines us is not the stumble, but how we take responsibility, rebuild trust, and prove we’ve learned.

Sometimes the best way to build trust… is to simply say, “I’m sorry.” I’ll never forget one of the toughest conversations I had early in my sales career. I had just inherited a major account — one that made up nearly 28% of my annual quota — and my first call with the stakeholder felt like walking into a fire. He tore into me. Not because of anything I did… but because of how neglected he felt by the previous reps and by the company. “We never hear from you. When things break, we’re on our own. It’s like you just assume we’ll never leave.” He was done. And I don’t blame him. I was brand new to the account. I could’ve said, “That wasn’t me.” Instead, I said: 👉 “You’re absolutely right. And I’m sorry.” 👉 “I know I’m new, but I represent this company now — and that means it’s on me to make this right.” No excuses. No blaming. Just accountability. That one moment became the foundation of a relationship that saved the account. We not only retained the business — we grew it... and Im still friends with the owner 10 years later! Here’s the lesson: You don’t need to be the one who caused the problem to take ownership of the solution. In sales — and in leadership — you’re going to inherit messy situations, damaged relationships, and people who’ve been burned. The fastest way to rebuild trust isn’t with a pitch. It’s with empathy, humility, and a willingness to take responsibility for the future. Own it. Apologize if needed. And then go above and beyond to show them things can be different with you. #sales #leadership #relationships #salesstrategy #salesmindset #trust #empathy #accountability #sellingwithintegrity