Trust and results in modern teams

There is a silent killer of execution on too many teams. It's not what you think. I've seen it too much over 25+ years of helping teams from startups to Fortune 500s: Lack of trust destroys results faster than anything else. I could tell stories, but there are decades of research on the costs: - 74% higher stress levels - 40% increase in burnout - 50% drop in productivity - $6,450 less earnings per employee - 2X higher turnover rates Here's what doesn't work: 😯 Extravagant offsites (fun, but a one-time event) 😯 Team building events (well-intentioned, but again, one-time event) 😯 Micromanaging (can work in tiny chunks; otherwise, unravels trust and productivity) 😥 "Trust fall" exercises (at best, an ice-breaker) Why don't these work? Because they ignore the simple math of trust: Trust = Time + Consistency Put another way, Trust comes from consistency over time. 3 proven ways to build trust through consistency: 1/ Make priorities crystal clear - and explain why when they need to change.   2/Create regular rhythms for updates that never, ever get skipped 3/Address issues immediately, even if solutions take time 🤺 Bonus method for max impact: celebrate wins (even small ones) every week. (You aren't being "tough" or having "high expectations" by ignoring this.) The research on the benefits of these practices is clear: teams with high trust show 106% more energy at work and consistently outperform their peers. The formula is simple, but it requires discipline to implement. What's powerful: These practices cost NOTHING but attention and commitment. Like and share so more people hear this. Then go out with your team and crush Q4.

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.

Most teams don’t fail because of a lack of skill - they fail because of a lack of alignment, trust, and accountability. That’s the difference between a group of employees and a high-performing team. And after 20+ years of leadership, I’ve learned this: if you don’t build the foundation, your team will crumble under pressure. So, how do you create a team that drives results, trusts each other, & takes ownership? Early in my career, I led a team that struggled with missed deadlines, finger-pointing, & disengagement. No matter how much I pushed, performance didn’t improve. Then it hit me - I was managing a group of individuals, not leading a team. I realized that high-performing teams don’t happen by accident. They are built with intent. That’s when I changed my approach. 𝗖𝗼𝗻𝗰𝗲𝗿𝗻: Most teams fail not because they lack talent, but because they lack alignment, trust, and accountability. → Missed goals because priorities aren’t clear. → Low trust because there’s no shared purpose. → Blame culture because accountability isn’t embedded. → Lack of engagement because people don’t feel valued. When these problems stack up, performance stalls, and frustration rises. So, what causes this breakdown? 𝗖𝗮𝘂𝘀𝗲: The biggest reason teams struggle is lack of intentional leadership. → Leaders assume alignment instead of creating it. → Trust is expected, but not actively built. → Accountability is enforced top-down instead of embedded in culture. → Individual success is prioritized over collective team success. The solution? Shift from managing to building. 𝗖𝗼𝘂𝗻𝘁𝗲𝗿𝗺𝗲𝗮𝘀𝘂𝗿𝗲: If you want a high-performing team, you need these 5 key steps: 1. Align Goals → Make sure every team member knows what success looks like and how their role contributes. 2. Foster Trust → Build psychological safety where people feel safe to challenge, innovate, and collaborate. 3. Drive Accountability → Make expectations clear, measure progress, and ensure accountability is team-driven, not just top-down. 4. Enable Ownership → Give your team autonomy and empower them to solve problems without micromanagement. 5. Recognize & Reinforce → Celebrate wins - big and small - to reinforce positive behaviors and sustain momentum. When you intentionally build these 5 elements, you turn a group of individuals into a true team. 𝗕𝗲𝗻𝗲𝗳𝗶𝘁𝘀: Leaders who implement these steps see measurable results: → 20% increase in productivity due to better alignment. → Stronger retention because employees feel valued and empowered. → Higher engagement from a culture of trust and ownership. → More innovation because people feel safe to take risks and contribute ideas. When teams thrive, organizations succeed. "A leader doesn’t build the team alone - the team is built by the leader’s ability to align, empower, and inspire." 𝗪𝗵𝗮𝘁’𝘀 𝗼𝗻𝗲 𝗸𝗲𝘆 𝗳𝗮𝗰𝘁𝗼𝗿 𝘆𝗼𝘂’𝘃𝗲 𝗳𝗼𝘂𝗻𝗱 𝗶𝗻 𝗯𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝗮 𝗵𝗶𝗴𝗵-𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗶𝗻𝗴 𝘁𝗲𝗮𝗺?

Trust is the Foundation of Remote Work. If you don’t trust your team to work remotely, the issue isn’t the setup - it’s your leadership. Remote work isn’t just about logging in from anywhere. It’s about autonomy. It’s about respect. It’s about results over surveillance. Some get it. They know that when employees have the freedom to work on their own terms, they deliver their best. Micromanagement kills motivation - trust fuels engagement. Want a remote team that actually thrives? Here’s what matters: 🔹 Clarity Over Control – Set expectations, then step back. Let results speak louder than check-ins. 🔹 Communication with Purpose – More Slack messages ≠ more productivity. Say less, but say it better. 🔹 Work on Their Terms, Not Yours – 9-to-5 is a relic. Let people work when they’re at their peak. 🔹 Trust Like Adults, Get Results Like Pros – A team that feels trusted works harder and smarter. 🔹 Master Asynchronous Collaboration – Workflows should adapt to time zones, not the other way around. Remote work isn’t broken. What’s broken is the outdated mindset that work only happens under supervision. High-trust cultures breed high-performing teams. The choice is simple - evolve or fall behind.

Team trust does not exist. Trust operates on a one-to-one basis - I trust you, you trust me, I trust Bob, Bob trusts me. What we call "team trust" is really a web of individual bilateral relationships. This insight fundamentally changes how we approach team building. Instead of trying to foster "team trust" as an abstract concept, effective leaders need to map and strengthen these individual trust connections. I witnessed this recently with a leadership succession case. The team was stuck because everyone was dancing around unspoken concerns. When we finally got raw and honest about individual relationships and expectations, we accomplished six months of work in a single afternoon. The key? Creating space for vulnerable, one-on-one conversations. When the founder openly shared his personal needs and concerns about specific team members, it allowed others to do the same. This bilateral trust-building broke through years of stagnation. Remember: Team effectiveness isn't built on group trust - it's built on a foundation of strong individual relationships. #trustbuilding #leadership #systemandsoul

Too often, when results lag, leaders default to “holding people accountable.” The assumption? That many people won’t follow through unless they’re forced to. That without pressure, they’ll drift, dodge, or underdeliver. But what if we flipped the script? What if, instead of starting with accountability, we started with a different worldview—the belief that people want to keep their commitments? When we expect people to follow through, we engage with them differently. We ask different questions: ➡️ What commitments have you made? ➡️ What might get in the way? ➡️ How can I support you in keeping them? This isn’t about letting things slide. It’s about recognizing that sustainable results come from clarity, trust, and partnership—not from a culture of policing. Accountability, after all, is just the top of the pyramid. As Patrick Lencioni’s Five Dysfunctions of a Team reminds us, real performance issues usually stem from deeper cracks—lack of trust, poor communication, and misaligned goals. When teams struggle, doubling down on accountability is often a symptom, not a solution. Trust first. Then, create space for real conversations. If you get that right, accountability takes care of itself.

95% of Leaders don't focus on "Building Trust" when it comes to building high performing teams! Great Leaders Build High-Performing Teams through The T.R.U.S.T Model - Transparency Effective leaders share the “why” behind decisions. When leaders are open and clear with their team about goals, challenges, and feedback, it fosters a culture of honesty and accountability.  - Reliability A reliable leader follows through on commitments and sets clear expectations. Consistency in actions builds confidence within the team that they can depend on each other to get the job done. - Understanding Empathetic leaders prioritize emotional intelligence. They take the time to listen, understand individual motivations, and address concerns, creating an inclusive environment where everyone feels valued. - Support Great leaders provide the resources, training, and encouragement their teams need to thrive. When team members feel supported, they are more likely to go the extra mile and achieve higher levels of performance. - Teamwork Leaders who actively encourage collaboration create a sense of shared ownership. By promoting open communication and teamwork, leaders ensure that everyone works together toward common goals, maximizing productivity and creativity. As a consultant with over 25 years of experience, I’ve seen how the T.R.U.S.T model transforms teams. Whether you’re building a new team or reinvigorating an existing one, trust is the foundation of success. Are you ready to level up your team’s performance? Let’s discuss how we can implement these principles in your organization. #renergetics #consultant #coach #publicspeaking #leadership

Want to create a high-performing, resilient team? Trust is the key. 🌟 𝗧𝗿𝘂𝘀𝘁 𝗶𝘀𝗻'𝘁 𝗯𝘂𝗶𝗹𝘁 𝗼𝘃𝗲𝗿𝗻𝗶𝗴𝗵𝘁 — 𝗶𝘁'𝘀 𝗲𝗮𝗿𝗻𝗲𝗱 𝗶𝗻 𝗲𝘃𝗲𝗿𝘆 𝗶𝗻𝘁𝗲𝗿𝗮𝗰𝘁𝗶𝗼𝗻. Here’s a quick breakdown of the 7 core elements of trust and what happens if they’re missing👇 𝗥𝗲𝗰𝗼𝗴𝗻𝗶𝘁𝗶𝗼𝗻: - Celebrate small wins. - Tailor praise to individuals. 🛑 Without it? People feel undervalued. 𝗔𝗰𝗰𝗼𝘂𝗻𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆: - Set clear roles - Establish feedback loops. 🛑 Without it? Blame culture takes over. 𝗜𝗻𝘁𝗲𝗴𝗿𝗶𝘁𝘆: - Own your mistakes - Align decisions with team values. 🛑 Without it? Trust drops quickly. 𝗖𝗼𝗻𝘀𝗶𝘀𝘁𝗲𝗻𝗰𝘆: - Follow through on commitments - Create predictable processes. 🛑 Without it? Inconsistency breeds frustration. 𝗘𝗺𝗽𝗮𝘁𝗵𝘆: - Acknowledge feelings - Practice active listening. 🛑 Without it? People feel ignored. 𝗧𝗿𝗮𝗻𝘀𝗽𝗮𝗿𝗲𝗻𝗰𝘆: - Share regular updates, especially on tough topics. - Hold open Q&As. 🛑 Without it? Speculation and rumors spread. 𝗗𝗶𝗮𝗹𝗼𝗴𝘂𝗲: - Encourage regular check-ins - Double down on team priorities and impact. 🛑 Without it? Misunderstandings will cause disconnect. Trust is the foundation of every great team. Miss one of these, and you'll see the cracks. 💥 What’s your approach to building trust in your team? Let me know below 👇 --- I'm Hugo Pereira. Co-founder of Ritmoo and fractional growth operator, I've led businesses from $1m to $100m+ while building purpose-driven, resilient teams. Follow me to master growth, leadership, and teamwork. My book, 𝘛𝘦𝘢𝘮𝘸𝘰𝘳𝘬 𝘛𝘳𝘢𝘯𝘴𝘧𝘰𝘳𝘮𝘦𝘥, arrives early 2025. #Leadership #TeamManagement #Trust #GrowthLeadership #ScalingUp

A recent study found that 54% of UK employees feel their job negatively affects their mental health. This statistic alone highlights the urgent need to create healthier, more supportive work environments. When coupled with today's fast-paced, ever-changing workplace, the ability to build and maintain high-performing teams is more crucial than ever. At the heart of this challenge lies a fundamental element: Trust. Since 2018, I've been working with Patrick Lencioni's "5 Dysfunctions of a Team" model, both with my own leadership teams and with clients. This model has proven to be an invaluable framework for understanding and addressing team challenges. At its core, it all comes back to trust. Lencioni identifies 5 key dysfunctions: 1. Absence of Trust 2. Fear of Conflict 3. Lack of Commitment 4. Avoidance of Accountability 5. Inattention to Results Trust forms the foundation upon which all other aspects of team performance are built. Without it, teams struggle to engage in honest, productive conflict, commit to decisions, hold each other accountable, and focus on collective results. By investing in team coaching and dedicated time for trust-building activities, organisations can see some impressive results. -25% increase in productivity -50% reduction in turnover -21% boost in profitability. These aren't just marginal gains – they're game-changers. So, how can you start building this trust within your team? Begin by encouraging open communication and fostering a culture of psychological safety. Implement regular team-building exercises and provide opportunities for collaborative problem-solving. And perhaps most importantly, lead by example. Demonstrate vulnerability and transparency in your own actions and decisions. The message is clear: prioritising team cohesion through coaching and trust-building isn't just good practice—it's a business imperative. By focusing on these elements, you're not only creating a more positive work environment, but you're also driving better business outcomes. What strategies have you found most effective in building trust within your team? #Teamdevelopment #Leadership #Organisationaleffectiveness #Trustinbusiness

Trust isn't just a nice-to-have anymore. It's the foundation of modern leadership. Here's what I've learned after 15+ years of leading teams: 🔑 When trust exists: • People stay longer • Innovation flourishes • Teams deliver better results • Talent attracts more talent But here's the hard truth... Building trust takes intentional effort. 3 ways I've found to build trust as a leader: 1. Create psychological safety Let your team know it's OK to: - Make mistakes - Share wild ideas - Challenge the status quo 2. Show vulnerability - Admit when you're wrong - Share your own struggles - Ask for help when needed 3. Follow through consistently - Keep your promises (big & small) - Do what you say you'll do - Be transparent about changes The future belongs to leaders who prioritize trust. Not just because it's the right thing to do... But because it's the smart thing to do. Are you intentionally building trust with your team? #Leadership #Trust #TeamBuilding #FutureOfWork