Trust and Autonomy in Financial Services Teams

Release Your Death Grip: Grant Teams Autonomy In Agile, team "autonomy" means decentralizing daily decisions. Teams decide how they work and deliver value, while leadership retains control over strategic decisions. Many executives understand autonomy enables speed and innovation but still resist it - or worse, pay lip service while centralizing decisions. Why? Trust vs Control: Executives answer to boards, investors, and customers. This creates tension between trusting teams and maintaining control. Even knowing autonomous teams perform better, leaders hesitate because autonomy introduces uncertainty. Command-and-control feels safer, despite slowing teams down. Fear of Chaos: Some leaders equate autonomy with chaos. Without approvals, how can they ensure the "right" decisions? This fear drives them to retain control. Accountability Without Authority: Executives are responsible for outcomes, but when teams have autonomy, leaders may feel unable to intervene when things go off track. Instead of trusting teams to course-correct, they demand approvals - not to add value, but to regain a sense of control. Culture Rewards Control: If leaders are incentivized to enforce compliance, they'll naturally resist decentralization. Mistrust: Some leaders don’t think their teams are ready. But instead of investing in coaching and up-skilling, they maintain control, preventing the readiness they require. Illusion of Predictability: Executives may think, "If I make decisions, I know what will happen." But control doesn’t increase predictability; it reduces adaptability. Management Resistance: Managers may resist autonomy if their job is to assign and approve work. If teams become autonomous, what happens to these taskmasters? Risk and Compliance: Some assume autonomy isn’t possible in regulated industries. But compliance and autonomy aren’t mutually exclusive. Think guardrails, not approvals. Achieving Autonomy Shift from Control to Influence: Rather than approving every decision, set goals, define constraints, and teach teams to make effective decisions. Redefine Management: Managers must evolve from gatekeepers to enablers who remove obstacles and facilitate success. Adjust Incentives: Metrics should prioritize outcomes and adaptability, not conformance and predictability. Invest in Teams: The answer to low trust isn’t high control; it's coaching and support. Transparency Over Approvals: Use real-time insights to monitor progress without interfering. Release Your Death Grip The promise of agility requires team autonomy, and autonomy requires structural and cultural change. Effective leaders endure the discomfort - coaching, not commanding; trusting, not dictating. They shift their mindsets. Autonomous teams move faster, solve problems more effectively, and stay engaged because they own Mindsets. The more leaders trust teams, the better the results. Organizations must create the conditions for teams to do their best work - without permission.

Cultivating Trust and Transparency - a CFO's perspective In the realm of #leadership, the debate around #trust has never been more relevant. I am seeing a number of posts and articles around this subject, including the problem of when trust is lost! Having steered #finance and #BusinessTransformations throughout my career, as a seasoned #CFO I can attest to the profound impact trust and #transparency wield in shaping a thriving business #culture. Beyond being a moral compass, these values are strategic imperatives for sustained success. Allow me to share my roadmap, as a CFO, refined through experience, to elevate your business culture: 1️⃣ Lead Authentically: As leaders, we wield unparalleled influence on the business's psyche. It's important to demonstrate unwavering integrity, openness, and reliability in your actions. When your team witnesses these values in action, they are more likely to embrace them in their own work. 2️⃣ Foster Open Communication: Establishing crystal-clear channels for dialogue, dismantles barriers and fosters collaboration across all levels. Ensure information flows freely, thus breaking down silos that can impede transparency. Regular town hall meetings, team huddles, and open forums can facilitate honest conversations. 3️⃣ Define Clear Core Values: Articulate the company's core values, ensuring alignment with principles of trust and transparency. Reinforce these values through training programs, recognition, and integration into day-to-day operations. 4️⃣ Embrace a Feedback Culture: Cultivate an environment where constructive feedback is not only accepted but valued. Mistakes are inevitable; it's how we learn and grow from them that defines our success. 5️⃣ Cultivate Collaborative Environments: Foster a collaborative atmosphere where cross-functional teams work together towards common goals. This not only nurtures a sense of community but also breaks down barriers that hinder the free flow of information. 6️⃣ Celebrate Successes, Big or Small: Acknowledge and celebrate achievements to reinforce positive behaviour and foster a culture of appreciation. Every success, regardless of size, contributes to the journey. ......and because of my background in finance..... 7️⃣ Promote Financial Transparency: Cultivate a culture of financial openness by providing clear and comprehensible financial reports. This not only enhances transparency but also empowers employees to understand the financial health of the organisation, fostering a sense of ownership. Remember, building and fortifying a culture is an ongoing process that demands commitment from everyone within the organisation. By prioritising trust and transparency, we not only enhance the workplace but also set the stage for sustainable growth and resilience. Your thoughts and experiences are invaluable - share them in the comments below. 👇 #Leadership #CultureTransformation #TrustAndTransparency #BusinessSuccess #CFOInsights 

Leadership in finance isn't what most people think. It's not your corner office or your impressive title. I discovered this truth climbing from individual contributor to Senior Manager in financial services. Real leadership starts before anyone calls you "boss." I led by quietly mentoring new hires. By staying late to verify reports. By supporting teammates through crushing deadlines. People began seeking my guidance not because of authority, but because of trust. And when I officially became a leader? I stumbled. I thought leaders needed all the answers. I was wrong. What my team actually needed was: • Someone who listened more than spoke • A leader who admitted uncertainty • A person who valued being authentic over being right The transformation in my leadership came when I shifted from control to empowerment. Instead of directing everything, I asked: "What's your solution to this?" "How would you approach this differently?" "What support can I provide you?" The results were remarkable. Team members took ownership. They innovated. They exceeded expectations. Culture became our foundation. We built an environment where: • Feedback flowed freely and safely • Recognition happened consistently, not occasionally • Personal growth remained a priority Even in finance's metrics-driven world, I learned the power of empathy. When a top performer faced burnout, I adjusted workloads and provided support rather than demanding more. She returned stronger and more committed than before. This approach hasn't always been easy. I've made difficult decisions. Navigated complex politics. Stood firm when unpopular but right. One of my proudest moments? Advocating for a junior team member being overlooked. That single action changed his career trajectory and reinforced our team's bond. My leadership philosophy now rests on five principles: • Authenticity - even when uncomfortable • Empowerment - developing people, not just hitting targets • Clarity - providing direction when paths seem unclear • Empathy - understanding before responding • Resilience - maintaining composure during chaos The truth I want to share with you? You can lead powerfully from wherever you stand today. Leadership isn't bestowed. It's practiced daily through intention and presence. Whether you're starting your career or midway through, your leadership journey begins with how you show up for others right now. Lead with purpose. Lead by lifting others. The financial world doesn't just need more leaders. It needs more leaders like you - authentic, empowering, and focused on what truly matters. #leadership #authentic #empower I'm Emily. Are you already leading in ways you haven't recognized?

Imagine two employees: Alex and Jordan. Both are talented and driven, but there's a fundamental difference in how their managers trust and empower them. Alex's manager gives him the autonomy to set his deadlines, make decisions on projects, and approach his work in a way that best suits his skills. Jordan's manager, however, insists on setting strict guidelines, directly overseeing every step, and making decisions without Jordan's input. Over time, Alex flourishes, his creativity and productivity soar; he feels valued and motivated. Meanwhile, Jordan, feeling micromanaged and stifled, shows only marginal improvements, his potential untapped not due to a lack of capability, but a lack of trust and autonomy from his manager. This scenario highlights a critical management insight: Autonomy can significantly boost performance, innovation, and job satisfaction. As managers, how can you effectively trust your team members with more autonomy? Here are three tips: Define Clear Outcomes: Clearly articulate the goals and expected outcomes to your team. Providing a clear direction ensures that team members can navigate their tasks independently while aligning with the team’s goals. It’s about giving purpose and freedom within a structured framework. Encourage Open Dialogue: Cultivate an environment where team members feel comfortable sharing their ideas and feedback. This not only empowers them but also enriches decision-making with diverse insights, making autonomy a source of collective strength. Equip Your Team: While offering autonomy, ensure your team members have the necessary resources and support to execute their decisions. Access to adequate tools and information empowers them to make informed decisions and act autonomously with confidence. In embracing autonomy, remember that the ultimate goal is to create a workforce that feels empowered to bring their best selves to work, leading to higher engagement, creativity, and productivity. Let's lead with trust and watch your team members, and firms, thrive. https://lnkd.in/ecbhKkPN

Your team doesn't trust you. Here's how I know. Count how many times this happened last week. If it's more than 3, you have a trust problem. And it's costing you more than you think. The signs are everywhere: They document every conversation with you. Not for clarity. For protection. The "Reply All" epidemic on routine emails. When people CC everyone, they're building witnesses. Meetings after your meetings are longer than the actual meetings. Real alignment happens in parking lots and Slack DMs. 💡 Reality: High-trust teams move 5x faster because they skip the CYA theater. I learned this watching a VP destroy her department in 6 months. Smart woman. Great strategist. Zero trust. Her team spent more time covering their backs than doing actual work. → Every decision required written confirmation. → Every idea needed email trails. → Every mistake triggered blame investigations. The result? Top performers fled. Innovation died. Productivity tanked. Here's what low trust actually costs: Time Tax: Everything takes 3x longer → Approval chains for minor decisions → Documentation over execution → Meetings to prepare for meetings Talent Tax: Your best people leave first → High performers won't play politics → They find leaders who trust them → You're left with those who can't leave Innovation Tax: New ideas stop flowing → Why risk anything in a low-trust environment? → People share safe ideas, not bold ones → Your competition gets your team's best thinking The trust builders that actually work: Do What You Say → Every broken promise is remembered → Small commitments matter most → Under-promise if you must, but always deliver Admit When You're Wrong → "I made a mistake" builds more trust than perfection → Take blame publicly, share credit privately → Your team already knows when you screwed up Give Real Autonomy → Stop asking for updates on everything → Let them own outcomes, not just tasks → Trust them to make decisions without you Kill the Politics → No meeting after the meeting → Say the same thing to everyone → Make decisions transparently 💡 Reality: I track trust through response time. When my team stops responding instantly to every message, I know they trust me to not micromanage. The uncomfortable truth? Your team's behavior is a mirror. If they're documenting everything, you've taught them to. If they're playing politics, you've rewarded it. If they're not taking risks, you've punished failure. Trust isn't built in team-building exercises or company retreats. It's built in small moments: → When you don't check their work → When you defend them publicly → When you keep their confidence → When you admit you don't know What trust-killing behavior have you witnessed? Share below 👇 ♻️ Repost if someone needs this reality check. Follow Carolyn Healey for more leadership truths.

Why I Stopped Solving Every Problem for My Team, and What Happened Next A few years ago, I realized something uncomfortable: I was the bottleneck. My team relied on me for every answer, every decision, every next step. At first, it felt good to be the “go-to” person, but deep down, I knew I was holding them back. Here’s the truth: autonomy is not a luxury, it’s a growth strategy. When I shifted from micromanaging to empowering, three things happened within 90 days: 1. Decisions sped up by 40%. People didn’t wait on me to move. 2. Engagement skyrocketed. When people owned their work, they owned their results. 3. Innovation increased. Instead of copy-pasting my ideas, they built better ones. But autonomy doesn’t happen by accident. It requires trust, clarity, and the courage to let go. My role became less about telling and more about asking better questions, setting clear guardrails, and creating space for people to think for themselves. Here’s a quick application you can try this next week: Next time a team member asks, “What should I do?”—pause. Instead of answering, ask: “What do you think the best next step is?” You’ll be surprised by how capable your people already are. ⚡ The Why: People don’t grow when we solve everything for them. They grow when we create the conditions for ownership. ⚡ The Conflict: As leaders, it’s tempting to jump in. It feels faster in the moment, but it slows everything long-term. ⚡ The Desire: A team that runs on autonomy doesn’t just lighten your load, it multiplies your impact. If you’re a leader who’s ready to stop being the bottleneck and start building a self-sustaining team, now’s the time. Autonomy builds trust, drives performance, and frees you to lead at a higher level. 👉 What’s one decision you can step back from next week to give your team more ownership? #LeadershipDevelopment #CoachingForLeaders #EmpoweredLeadership

TRUST YOUR TEAM *READ THE CAPTION* When I first started managing, I thought I had to control every detail - probably because that’s what leadership looked like on TV (Comical) But here’s the reality: if you’ve hired the right people, you need to give them the space to do their job. 

We’re all adults here. 

Micromanaging only creates noise and stifles productivity, no matter what industry or role you're in.

 Think about it: when you trust your team, they don’t just meet expectations - they exceed them. 

Autonomy is what drives growth. When people feel trusted to manage their time and make decisions, their best work emerges. 

They don’t need permission for every step - they need freedom. 

In return, they’ll keep you in the loop, because you’re building a partnership, not just managing tasks.
 Here’s the formula for success in any team, in any field:
 * Hire Right: It’s not just about skills - it’s about finding people who align with your values and can get the job done. * Trust Their Time: You’re not a babysitter. If you’ve brought in the right people, trust them to manage their workload. Stay updated, but don’t micromanage. * Provide Autonomy: Give them the freedom to make decisions and move things forward without constant oversight. * Stay Connected, Not Controlling: Open communication is key, but hovering isn’t. Regular check-ins work better than constant monitoring. * Recognise Wins: Celebrate success, big or small. Recognition motivates and reinforces trust. 
When you trust your team, they’ll not only meet expectations - they’ll go above and beyond. Trust leads to growth, and growth leads to results. Let them rise, and the results will speak for themselves. ♻️Rob Dance

Great teams start from foundations of Trust. This article explores stories and examples of how leaders can serve as cultural stewards to role model healthy behaviours and habits that foster a culture of trust for their teams and organisation. Starting by…. 1. Creating Autonomy The ‘autonomy bias’ tells us that we have an innate need to be agents of our own lives. Giving people discretion in how they do their work, set their career goals, & by rethinking traditional ideas of control can increase staff autonomy and build trust. 2. Building Empathy Create regular team rituals and events to strengthen bonds of trust. The ‘neutral coupling effect’ shows that sharing personal experiences strengthens the cognitive connections between people - in turn strengthening Empathy and Trust. 3. Showing Vulnerability Having the “Situational Humility” to ask for help and harness the power of the organisation and team sends strong signals of trust. 4. Communicating openly and frequently  Openness is the antidote to uncertainty, stress and anxiety created by a lack of transparency. 5. Listening deeply and curiously Epictetus famously said “we have two ears and and one mouth so that we can listen twice as much as we speak”. Give people a platform so that their voices can be heard. Ask for feedback regularly. But equally important act on what you hear & show progress. What would you add? 👇🏽 #leadership #culture #trust

A recent conversation with a mentee sparked a healthy debate: What separates a good finance team from a great one? We agreed that technical skills are table stakes. But the real differentiators? Trust, engagement, and ownership. During my train rides in and out of the city this week, I did some GPT searches to look and see if any data backed this up. Not surprisingly, the data backs it up: - Companies with high-trust cultures outperform low-trust peers by 286% in total return to shareholders (HBR). - Engaged employees drive 23% higher profitability and 18% higher productivity (Gallup). - CFOs who prioritize transparency and collaboration see 35% faster financial decision-making (McKinsey). So how do finance leaders build a team that doesn’t just report numbers—but moves the business forward? Here’s some succinct thoughts: 1/ Transparency wins… Be open about financial realities and strategic decisions. Your team will make better choices when they understand the “why.” 2/ Empowerment matters… Give team members ownership over processes and key initiatives. Autonomy fuels accountability. 3/ Invest in engagement… A disengaged team isn’t just a morale issue—it’s a risk to accuracy and strategic execution. Finance isn’t just about precision, it’s about people, processes, and systems. When trust and engagement are high, the numbers take care of themselves and quality of the work product are elevated. #Leadership #CorporateFinance #TeamEngagement #Finance #business #learning

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