Why doers need trust and space to succeed

“I don’t delegate because I end up redoing it anyway. Honestly, It’s just faster if I do it myself.” A leader said this to me last month during our coaching conversation. She said this with a half-smile, but I could hear the weight behind those words. and I gently asked, So, what’s the cost of that? She didn’t answer right away. Then, softly, “I have stressful days and sleepless nights. There’s always something on my plate. And… I feel alone all the time.” That hit home. Not because I’ve heard versions of it from so many leaders I worked with—but because I’ve felt it myself, a few years ago. The trap of #perfectionism. The belief that “no one can do it quite like I can.” The reflex to delegate, then hover, then take it back because it’s not exactly how we imagined it. And unintentionally, we send messages we never meant to: 🔸 “I don’t trust you.” 🔸 “Your way isn’t good enough.” 🔸 “Let me fix it.” Over time, people stop bringing their ideas. They play safe. They wait for instructions. The irony? Our need to get it right ends up costing us energy, creativity, trust, sleep, and peace. As a #coach, I’ve seen this shift happen when leaders let go of control and lean into clarity. When they start focusing on outcomes, not methods. When they create space for others to bring their approach—even if it’s different, even if it’s imperfect. When they resist the urge to jump in and, instead, let their team stretch. My coachee is in that process now. Today, when we met after 3 weeks, she said, Roop: “I am assigning tasks to my team and deliberately stepping back from getting involved. The outcome isn’t exactly how I would’ve approached it—but it gets the job done. Surprisingly, I feel more connected to the team through this experience.” Here’s what she is learning, #Leadership isn’t about doing it all or doing it perfectly. It’s about creating space for others to try, learn, and grow. It’s about moving from perfection to #possibility. If you’re holding on too tight, ask yourself: What’s the real cost? And what might open up if you let go—just a little? #LeadershipCoaching #Delegation #PsychologicalSafety #TeamTrust #Perfectionism #BraveLeadership

“When players are given permission to own their role instead of just performing it, they naturally become more confident, more adaptable and more creative.” A big part of my work is enabling players to execute their tasks, in their own unique way. In a way that is aligned with who they are. This fosters reaction time, problem solving skills and adaptability. Football is unpredictable. The best-laid plans can fall apart in an instant. The greatest players aren’t the ones who follow a rigid system perfectly; they are the ones who can adapt, make decisions in the moment, and create something new when the situation demands it. But to do that, you need space. Space to try, space to fail, space to trust yourself. The problem in modern football is that players are often boxed in—by tactics, by fear of making mistakes, by the pressure to perform. Many players overthink, analyzing every decision instead of flowing with the game. The key to peak performance is not rigid execution but allowing yourself the freedom to maneuver within the game’s structure. This means understanding your responsibilities, but also knowing that the game isn’t played in straight lines. It's fluid. And to be at your best, you need to move freely within the framework, adjusting and responding to the game in real time. If you only play in pre-programmed patterns, you become predictable. Predictable to your opponents, to your teammates, and worst of all—to yourself. Creativity thrives when you give yourself permission to explore different possibilities. Coaches play a key role in fostering this creativity. A structured approach with clear tasks is essential for team success, but within these tasks, players should have the freedom to maneuver—to put their own sauce over it. When a player knows their responsibilities but is also given space to execute them in their own way, it fosters authenticity, self-expression, and ultimately, confidence.

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

The Best Leaders Build Open Cultures of Trust Behind every thriving business is a leader who understands that success isn’t just built on strategy, it’s built on people: Employees, Customers, Partners, Suppliers, Investors, Advisors, Supporters and the rest I’ve seen companies with all the right plans fail, and others with fewer resources succeed spectacularly. Luck plays a part, as does timing, but really, the differentiator is how we engage with others. How we keep them connected to the mission? In the fast-moving world of entrepreneurship, we often assume success is the result of relentless drive, calculated risk-taking, and tireless ambition. These traits matter, but they are not the whole story. The most resilient companies and leaders share a deeper quality: the ability to create environments where people feel seen, valued, and inspired to contribute their best. Every founder should know that building a business is as much about relationships as it is about strategy. Investors, partners, and teams perform at their peak when they feel a genuine sense of belonging. It’s this alignment that turns a group of individuals into a force capable of overcoming obstacles, seize opportunities, and deliver on the common vision. 𝐁𝐮𝐭 𝐝𝐨𝐧'𝐭 𝐟𝐨𝐫𝐠𝐞𝐭, 𝐨𝐧𝐞 𝐨𝐟 𝐭𝐡𝐨𝐬𝐞 𝐰𝐞 𝐡𝐚𝐯𝐞 𝐚 𝐫𝐞𝐥𝐚𝐭𝐢𝐨𝐧𝐬𝐡𝐢𝐩 𝐰𝐢𝐭𝐡 𝐢𝐬 𝐭𝐡𝐚𝐭 𝐟𝐚𝐜𝐞 𝐢𝐧 𝐭𝐡𝐞 𝐦𝐢𝐫𝐫𝐨𝐫. When you stop fighting who you are, accept your quirks, your strengths, even your failures, you free up the mental energy that was once wasted on self-doubt. You start leading from a place of clarity, and that calm confidence radiates through your every interaction. The great entrepreneurs of our time rarely talk about this openly. They credit strategy, timing, or luck, but the truth is that their success often stems from building cultures where trust and respect flow naturally. These are organisations where people show up because they believe in something bigger, and they know they are a valued part of that story. So ask yourself: 👉 Does your leadership style make people feel safe to bring ideas forward? 👉 Do you celebrate not only the wins but the individuality of the people behind them? 👉 Do you optimise your time to focus on communicating, sharing and listening? 👉 Is your company culture words on the website or do you live it every day? I urge you to spend less time on spreadsheets, slackchannels and screens and more time listening to those who empower you and embedding culture. When you focus on building an environment where people feel valued for who they are and empowered to make an impact, success becomes more about freedom and less about control. Of course, this is simply my opinion. What do you think? Please use the comments section below to allow us to learn from each other.

In my years working with high-performing teams, I’ve learned one thing: Growth demands trust. We all have the potential to achieve meaningful goals. But what holds us back isn’t a lack of time, resources, or skills. It’s comfort. Getting somewhere new means stepping into uncertainty. It requires us to take risks, try new things, and let go of what feels familiar. And that? It’s uncomfortable. We need trust to be able to do that. The data is clear: High-trust companies outperform their peers by 186%. They experience  ➞74% less stress,  ➞50% higher productivity,  ➞106% more energy at work. The takeaway is simple: Trust turns discomfort into progress. When trust is present, people move through uncertainty, take action faster, and push limits. This isn’t just business—it’s personal. It’s why I’ve built trust into every team I lead and every project I take on. Because without trust, people hold back. But with trust? They take risks, adapt faster, and push beyond what they thought possible. By building trust and encouraging people to lean into discomfort, we create teams that grow under pressure, solve problems faster, and grow stronger through every challenge. This is where real progress begins—with trust at the foundation.

Scaling a startup isn’t just about processes—it’s about trust. I’ve had the privilege of working with startup teams ranging from seed (Tiny Earth Toys) to scale (Invisible Technologies) to post-IPO (Wayfair). One lesson stands out: trust is the cornerstone of scaling and innovation. In fast-paced environments, communication breaks down, priorities shift, and silos form. The organizations that thrive are the ones that prioritize trust—between leaders, teams, and individuals. I’ve seen the positive impact of trust firsthand. In one instance, we faced a challenge where meetings took up 15% of operational time, slowing productivity. By creating a space for team leads to share ideas and drive improvements, we identified ways to work more asynchronously and reduced meeting time to under 5%. But I’ve also seen what happens when trust is lacking. I’ve spent hours overthinking emails, afraid of making a mistake that could lead to public criticism. The fear slowed communication and stifled collaboration, teaching me the importance of fostering an environment where people believe in each other’s good intentions and abilities, even when mistakes happen. Here’s what I’ve learned about building a culture of trust: 1️⃣ Transparency wins trust. Share company metrics, wins, and struggles openly. When people see the bigger picture, they align better. 2️⃣ Empathy drives resilience. High-growth environments are tough. Supporting your team during challenges creates a community where people bring their best. 3️⃣ Ownership sparks creativity. Trust your team to own their work. Autonomy leads to solutions you wouldn’t have thought of yourself. 4️⃣ Trust drives speed. When people believe in each other’s commitment and expertise, communication flows faster, and innovation thrives—even in the face of challenges. Whether you’re in a startup or a global company, trust isn’t just nice-to-have—it’s the foundation for growth, resilience, and success. What’s one way your team has built or rebuilt trust? I’d love to hear your stories!

“I don’t need perfect — I need people I can trust.” That’s what a founder told me recently, and it stuck with me. Because when you’re scaling fast, building in public, and trying to do something that’s never been done before… trust matters more than perfection. Sure, we want to hire competent people. Of course we do. But here’s the truth: for most roles, there are plenty of people who can technically do the job. The real differentiator — the thing that shapes team performance — is care. Do they care about their colleagues? About the work? About the mission and values we share? That’s what builds trust. And trust is what makes teams work. There’s good science behind this. When we decide whether to trust someone, we don’t start with skill. We start with warmth. Because a person who cares, even if they’re still growing, can be a support. A person who doesn’t care — even if they’re brilliant — can do real harm. This gets especially urgent when “qualifications” become a smokescreen. When someone’s age, gender, race, or background is used to question their competence. That’s not just unfair — it’s bad for business. If we want organizations that actually function — that move fast, learn well, and do hard things — we need to start with care. I’m curious how this lands for others. Have you ever trusted someone — not because they had all the answers, but because you knew they gave a damn? #trust #leadership #hiring #orgdesign #culture #diversity

Trust isn't soft. It's a productivity multiplier. And here's the truth about trust... Teams with high trust levels are 50% more productive. When trust is high, work flows. When trust is low, everything slows. I saw this firsthand, leading distributed teams over the past two decades operating as a CDO and PM. When I trusted my leads to make decisions, projects moved quickly, and energy stayed high. But when trust wavered, momentum collapsed into Slack pings, duplicate approvals, and "just to confirm" meetings. What looked like alignment was actually friction. Research in organizational psychology is clear: high-trust environments move faster and deliver better results. Why? ↳ Fewer meetings are needed to double-check work. ↳ Decisions get made, instead of being endlessly revisited. ↳ People feel safe to act, experiment, and take ownership of their outcomes. In other words, trust isn't a "nice to have." It's operational leverage. Leaders who invest in trust earn back time, focus, and creativity from their teams. Can you recall a time when trust transformed your team's performance? If you enjoy posts about building strong systems, finding joy, and creating a life full of agency, I will not let you down. Please follow me here: Michael Rucker, Ph.D.