Small actions to build trust in polarizing moments

Trust doesn't come from your accomplishments. It comes from quiet moves like these: For years I thought I needed more experience, achievements, and wins to earn trust. But real trust isn't built through credentials. It's earned in small moments, consistent choices, and subtle behaviors that others notice - even when you think they don't. Here are 15 quiet moves that instantly build trust 👇🏼 1. You close open loops, catching details others miss ↳ Send 3-bullet wrap-ups after meetings. Reliability builds. 2. You name tension before it gets worse ↳ Name what you sense: "The energy feels different today" 3. You speak softly in tense moments ↳ Lower your tone slightly when making key points. Watch others lean in. 4. You stay calm when others panic, leading with stillness ↳ Take three slow breaths before responding. Let your calm spread. 5. You make space for quiet voices ↳ Ask "What perspective haven't we heard yet?", then wait. 6. You remember and reference what others share ↳ Keep a Key Details note for each relationship in your phone. 7. You replace "but" with "and" to keep doors open ↳ Practice "I hear you, and here's what's possible" 8. You show up early with presence and intention ↳ Close laptop, turn phone face down 2 minutes before others arrive. 9. You speak up for absent team members ↳ Start with "X made an important point about this last week" 10. You turn complaints into possibility ↳ Replace "That won't work" with "Let's experiment with..." 11. You build in space for what really matters ↳ Block 10 min buffers between meetings. Others will follow. 12. You keep small promises to build trust bit by bit ↳ Keep a "promises made" note in your phone. Track follow-through. 13. You protect everyone's time, not just your own ↳ End every meeting 5 minutes early. Set the standard. 14. You ask questions before jumping to fixes ↳ Lead with "What have you tried so far?" before suggesting solutions. 15. You share credit for wins and own responsibility for misses ↳ Use "we" for successes, "I" for challenges. Watch trust grow. Your presence speaks louder than your resume. Trust is earned in these quiet moments. Which move will you practice first? Share below 👇🏼 -- ♻️ Repost to help your network build authentic trust without the struggle 🔔 Follow me Dr. Carolyn Frost for more strategies on leading with quiet impact

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

Recently I worked with a leader who wanted to foster a more inclusive environment but wasn’t sure where to start. Like many leaders, he believed inclusion was about major initiatives only. But in one of our conversations, he shared a small, seemingly insignificant moment that changed everything for her team. He noticed that in meetings, the same voices dominated discussions while others stayed silent. 🗣️ He started asking: "What do you think?" to quieter team members during meetings. At first, it felt awkward, but over time, something shifted. Team members who rarely spoke began to share their ideas. One day, a quiet team member proposed a solution to a recurring problem that the team had been struggling with for months. The solution was simple, effective, and something no one else had considered. 💡 This small action—inviting someone to speak—transformed not only the team dynamic but also their outcomes. That story stuck with me because it reflects the heart of inclusive leadership. It’s in the little things: 👉 Asking, "What’s your perspective?" 👉 Responding to mistakes with curiosity instead of blame. 👉 Acknowledging your own missteps to model accountability. 👉 Encouraging debate over ideas, not individuals. 👉 Being intentional about who’s in the room and whose voice might be missing. Inclusion isn’t always about what you change on a large scale; it’s about the daily moments that build trust, equity, and connection. 🤔 P.S.: How are you creating space for every voice on your team today?

Your team just told you they're burned out. What you say in the next 30 seconds will either build trust or destroy it forever. Most leaders think trust is built through big gestures and annual reviews. But after coaching hundreds of executives, I've learned the truth: trust lives in those split-second moments when someone brings you a problem. Here's what happens when your team raises concerns: What breaks trust: ❌ Dismissing their reality → "Everyone's busy right now" → Translation: Your wellbeing doesn't matter ❌ Making it about you → "I worked 80 hours last week too" → Translation: Your struggle isn't valid ❌ Using guilt as motivation → "We need team players here" → Translation: Speaking up makes you disloyal Instead of defaulting to defensiveness, here’s how we guide leaders to respond—using the CHANGES framework from Conversational Intelligence®: 🤝 C - Co-Creating (Shift from Excluding to Including) → "Thank you for trusting me with this - let's solve it together" → Makes them part of the solution, not the problem 🤝 H - Humanizing (Shift from Judging to Appreciating) → "Your honesty takes courage and helps our whole team" → Demonstrate respect for their contribution 🤝 A - Aspiring (Shift from Limiting to Expanding Aspirations) → "This feedback helps us create the culture we want" → Connect their concern to bigger organizational goals 🤝 N - Navigating (Shift from Withholding to Sharing) → "Let me share what I'm seeing and hear your perspective" → Create transparency around challenges and solutions 🤝 G - Generativity (Shift from Knowing to Discovering) → "What ideas do you have that we haven't tried yet?" → Reward their insights and encourage innovation 🤝 E - Expressing (Shift from Dictating to Developing) → "How can we empower you to make decisions about your workload?" → Inspire them to own solutions 🤝 S - Synchronizing (Shift from Criticizing to Celebrating) → "Here's what we're changing because you spoke up" → Celebrate their courage and close the feedback loop The hidden cost of getting this wrong: – Your best people stop bringing you problems – Issues explode instead of getting solved early – Innovation dies because psychological safety doesn't exist The payoff of getting this right: – Teams that come to you first when things go wrong, not last. – Projects move faster because the sticky points come up early. – Conflict fades as respect and tolerance goes up. Your next conversation is your next opportunity to choose trust over control. Start with one letter that comes most easily and work your way through CHANGES… one each day. P.S. Which CHANGES element do you need most right now? 🔔 Follow me, Jill Avey, for more leadership insights that move careers forward ♻️ Share to help leaders build stronger teams

Transformation doesn’t always hinge on big plans. It often hinges on what leaders do in passing. Not in all-hands meetings. Not in 80-slide decks. But in micro-moments: → When a leader casually repeats the “why” of the change It anchors purpose. → When someone’s effort is acknowledged on the spot It builds trust faster than formal awards. → When a manager asks, “What do you need right now?” It resets the emotional tone. → When leaders say, “I don’t have the answer yet” It gives others permission to learn. These small, spontaneous moments of presence, recognition, and curiosity often move transformation forward more than any memo or milestone. They don’t take hours. They take intention. Because culture doesn’t change in all-hands decks. It shifts in the hallway, in check-ins, in how leaders show up when no one’s watching. If you’re leading through transformation—what’s one micro-moment you can offer today? 🔔 Follow Sara Junio for grounded insights on how real change takes root—from the inside out.

"Assume Positive Intent" seems nice enough...but without a crucial piece, it falls flat. Here's why: In our diverse workplaces, the principle of "assuming positive intent" can be a powerful tool to foster trust and open communication. It encourages us to approach conversations with the belief that our colleagues are acting from a place of good intentions. However, it's equally important to remember that even well-intended actions can cause harm. Acknowledging the impact of our words and actions—regardless of intent—is crucial for creating an inclusive environment where everyone feels seen, heard, and respected. Intent AND Impact. We must consider BOTH. 💡 Why It Matters Assuming positive intent allows us to engage in dialogue without jumping to conclusions or making negative assumptions about others’ motives. This mindset opens the door to more constructive and empathetic conversations. However, focusing solely on intent can inadvertently dismiss the experiences of those who feel hurt or marginalized and now you've doubled down. Read that sentence again. 🔙 By also acknowledging the impact of our actions, we validate the experiences of others and take responsibility for the effects of our behavior, whether intended or not. 💥Responsibility 💥This dual approach strengthens relationships, builds trust, and contributes to a culture of mutual respect. Allyship in Action 1️⃣ Start with Curiosity: When a comment or action feels off to you in some way, begin by asking questions. “Can you help me understand what you meant by that?” This opens the door to understanding the intent without making assumptions. 2️⃣ Acknowledge Feelings and Impact: If someone shares that they were hurt by something you said or did, acknowledge their feelings first. “I’m sorry that my words impacted you that way. It wasn’t my intention, but I understand that it caused harm.” 3️⃣ Reflect and Adjust: After acknowledging the impact, take a moment to reflect on the situation. What could you do differently next time? Consider sharing your reflections with the person involved to show your commitment to learning and improving. 4️⃣ Promote Open Dialogue: Encourage a team culture where both intent and impact are discussed openly. This can be done by setting norms in meetings, training sessions, or check-ins, where it's safe to talk about both intentions & outcomes. 5️⃣ Practice Empathy: When others share their experiences, listen actively and empathetically. Try to understand how their perspective might differ from your own and validate their feelings, even if you didn't intend any harm. Balancing positive intent with an awareness of impact is key to being an effective ally. By assuming the best in others while remaining mindful of how our actions affect those around us, we create a more inclusive and supportive environment for everyone. Remember, true allyship isn't just about what we intend—it's about the impact, the outcomes we create and how we respond to them.

Leadership trust isn’t about words. It’s about  what you do when no one’s watching… Most think trust is about being liked. It’s not. It’s about consistency. In 25+ years I have worked with 100s of leaders. And one insight stands out. Leadership trust is not built in big moments. It is built in small, repeatable actions. Here’s how: 1/ Micro-Promises Multiply ↳ Promise what seems too small. ↳ Deliver it 24 hours early. 2/ Expensive Truth Rule ↳ Share bad news first, in person. ↳ Say: “Here’s what I’m doing about it.” 3/ Power Hours ↳ Block 2-4 PM for crisis-only access. ↳ Protect focus time. Say "not now." 4/ Silent Defense ↳ Never defend yourself in meetings. ↳ Defend your team when they’re absent. 5/ Predictable Power ↳ Set auto-replies with exact response times. ↳ Beat your own deadlines by 10 minutes. 6/ Inverse Spotlight ↳ Take blame before facts are known. ↳ Praise moments, not just results. 7/ Crisis Capital ↳ Show up first when things break. ↳ Stay last until stability returns. → → Swipe to learn more see why these work When trust breaks? Don’t explain. Demonstrate. Act first. Apologize later. What will you add to this list? 👇 ↓ Save this for your next new leaders training ♻ Repost to help other leaders develop trust ➕ Follow Adi Agrawal for more leadership insights

...listening is the loudest form of respect... Most of us think we’re good listeners, until someone really needs us to be. It’s tempting to jump in with advice, fill the space with solutions, or redirect the conversation without even noticing. But true listening isn’t about responding quickly or fixing things. It’s about staying with what’s being said, even when it’s uncomfortable, messy, or unfamiliar. There’s something disarming about being heard without interruption. When someone gives their full attention, not out of duty, but because they genuinely care, it shifts everything. We feel safer, calmer and more real. And that’s not just nice to have, it’s foundational. Here's a question worth sitting with: What changes when we stop listening to reply, and start listening to witness? To understand, to stay close to the feeling underneath the words. Because when we listen like that, it tells the other person: You don’t have to perform here. You don’t have to be okay. I’ve got time for all of it. This is for you: 1 | Let the moment breathe before you respond How: Give space after someone finishes speaking just a few seconds can be enough. Why: That pause shows you’re really taking them in, not just waiting for your turn. 2 | Check in instead of assuming How: Ask, “Do you want to talk this through, or just be heard?” Why: It creates emotional safety and keeps the conversation on their terms. 3 | Put away what pulls you out of the room How: Turn off notifications, close the laptop, set the phone face-down. Why: Real attention is rare and people can feel when they’re not getting it. 4 | Name what you notice, not just what you hear How: Try, “It seems like this really weighed on you, did I get that right?” Why: Reflecting the emotion under the words helps people feel truly seen. 5 | Make listening a daily practice, not an occasional gesture How: Choose one moment each day to offer someone your undivided attention. Why: Consistency builds trust, and small moments often leave the biggest imprint. There’s no script for real presence. It’s not something you can fake. But once you experience what it feels like to be deeply listened to, you never forget it. And once you offer it to someone else, you start to understand just how powerful that kind of respect really is. Stay human. Stay awake. Stay you. Carina Hellmich Int Certified Professional Coach | Mentor | Keynote Speaker | Trainer #authenticity #stressmanagement #selfcare #leadership #linkedinnewseurope #energy #topvoice #linkedin #selfconsciousness #personaldevelopment #coaching #mentoring #selfcare Video credit: (unknown) pm me for credit or removal Writing credit: ©Me

Leadership isn’t proven in the spotlight. It’s revealed in the moments no one sees. I learned this the day I found myself in a boardroom, waiting for the meeting to start. No one else was there yet. I noticed a newly hired peer fumbling with her notes, clearly nervous about presenting. I could have stayed silent. No one would’ve known the difference. But I leaned over and said quietly: “Take a breath. Your work is solid. Trust yourself.” Ten minutes later, she delivered with confidence. Months later, she told me that moment gave her the courage to apply for a promotion. That’s when it hit me: Leadership is measured by what you do when you think no one is keeping score. According to Gallup, 72% of employees say their motivation comes more from everyday micro-moments of support than from formal recognition. (2024) So how do you lead when no one is watching? Here’s how The C.H.O.I.C.E.® Framework comes alive in the small moments: 1. Courage → Say what others need to hear. One sentence of belief can change someone’s day. “Your perspective changed how I see this.” 2. Humility → Share the air. In your next meeting, make space. “I’d love to hear [name]’s take on this, they’re closest to the work.” 3. Openness → Look for who’s missing. Draw in the quiet voices. “We haven’t heard from you yet, what’s your view?” 4. Integration → Carry praise forward. Don’t keep recognition private. “That retention win came from [name]’s idea.” 5. Curiosity → Ask the overlooked question. Before closing, try: “What might we be missing that could make this easier?” 6. Empathy → Stand in their shoes. Acknowledge the unseen load. “I see how much you’re carrying, what’s one way I can help?” Because the truth is this: Your legacy isn’t built in the spotlight. It’s built in the quiet spaces where no one’s tracking, tallying, or applauding. 💭 Who could you lead differently today - not because anyone will see it, but because it matters? ➕ Follow Loren Rosario - Maldonado, PCC for more actionable human-centered leadership insights. ♻️ Share this to remind someone their unseen impact still counts.

The gap between managers and leaders? It's not skills. It's trust. And trust isn't built through the big moments. It's built in small moments, every single day. During a challenging project, my team was struggling. I almost missed the signs. But it was a simple "How are you really doing?" in a 1:1 that revealed critical insights that ultimately led to changes that improved not just this person's experience, but helped me resolve the bigger issue. That moment taught me: leadership happens in these small moments. Here are 10 microhabits that transform managers into leaders: 1. Say the Small Thank You → Notice efforts others miss. Express genuine appreciation daily. 2. Be Present, Not Just Available → Put the phone down. Make eye contact. Give full attention. 3. Own Mistakes Early → Take responsibility first. Set the tone for accountability. 4. Ask the Uncomfortable Question → Lead with curiosity, not control. Ask the right questions. 5. Check In, Not Just On → "How are you really doing?" Then listen deeply. 6. Normalize Feedback Loops → Make feedback a gift, not a weapon. Keep it flowing both ways. 7. Highlight Quiet Contributions → Celebrate behind-the-scenes wins publicly. 8. Keep Small Promises →  Integrity shows up in the details. 9. Guard the Team's Focus → Shield your people from chaos and unnecessary noise. 10. Model Calm in Chaos → Pause. Think. Then move forward with clarity. The best part? None of these requires a title. But you need to be intentional. Every day. 💡 Because great leaders aren't defined by their power, but by the trust they build. ♻️ Share this to help other leaders build trust through small actions ➕ Follow me, Melody Olson, for leadership & career insights.