Building Trust Within Teams Through Emotional Understanding

Leaders with high emotional intelligence know this: 🚫 You can’t push people through change. ✅ You meet them, then walk with them. Here’s how they make it happen: 1. Start with the heart. Ask how people feel before you tell them what to do. 2. Tune into silence. What’s not being said often matters most. 3. Don’t rush buy-in. Create space for people to catch up emotionally. 4. Model vulnerability. Share your own discomfort—it builds trust. 5. Celebrate small wins. It boosts emotional momentum and hope. 6. Check in personally. A quick 1:1 can do more than an all-hands update. 7. Stay steady. Your calm presence is more contagious than your urgency. 8. Repeat the “why.” People don’t remember what you said. They remember how it made them feel. 9. Listen without fixing. Not every emotion needs a solution, sometimes it just needs space. 10. Be human first. People follow people, not policies. Change isn’t just logical. It’s deeply emotional. And EQ is the leadership skill that bridges the gap between strategy and adoption. So, change management without EQ? That’s just a plan, with no heart behind it.

The # 1 trait of the most respected leaders Is something only 36% of people have. It's emotional intelligence (aka EQ). I used to think it was a personality trait. Some people just “had it.” It turns out, you can learn it. If you're paying attention. It's built along the way: In tense meetings. In messy feedback moments. In the silence after saying the wrong thing. Emotional intelligence isn’t soft. It’s strategic. The most respected leaders: Steady the room. De-escalate tension. Keep people aligned. Notice what others miss. That’s not charm. It’s skill. And yes, it’s learnable. Start here 👇 11 EQ Moves That Build Trust and Influence 1. Notice what’s unsaid. ↳ Who’s silent? Who looks tense? ↳ Reading the room is a power move. 2. Name the emotion in the room. ↳ “Feels like we’re stuck.” ↳ Naming it disarms it. 3. Manage your own tone. ↳ Frustrated ≠ unfiltered. ↳ EQ is volume control. 4. Pause strategically. ↳ Not awkward. Intentional. ↳ Space changes outcomes. 5. Ask before you assume. ↳ “Want advice or just space to vent?” ↳ Respect starts with clarity. 6. Say “you first” in tense moments. ↳ Not to defer. ↳ To understand before reacting. 7. Use questions to lead. ↳ “What would make this feel doable?” ↳ Open doors, not debates. 8. Reset instead of react. ↳ A walk. A breath. A playlist. ↳ Regulated leaders regulate the room. 9. Normalize not knowing. ↳ “That’s a new one for me—tell me more.” ↳ Curiosity beats cover-up. 10. Practice presence over polish. ↳ People remember how you made them feel. ↳ Your energy speaks louder than your resume. 11. Give feedback for someone, not at them. ↳ “Here’s something I’ve noticed…” ↳ Kind ≠ soft. These are habits that change how people respond to you. Because they feel seen, heard, and safe. What’s one EQ habit you’ll practice this month? Share below 👇 _____________________________ ♻ Repost to share with someone leading through relationships, not volume. 👉Follow Stephanie Eidelman (Meisel) for more ways to lead visibly and authentically.

We face a leadership trust crisis. Yet nobody talks about it.  It's shocking but true: Only 46% of employees deeply trust their leaders. (Edelman Trust Barometer, 2024) ↳ Yet 82% say trust is critical to their performance. The disconnect? ↳ Most leaders are not actually trained in trust-building. Here's what happens when trust breaks: - Performance suffers - Disengaged teams - Lower productivity - Innovation grinds to a halt The real cost? - High turnover rates - Weak collaboration - Damaged company culture Why leaders struggle with trust? → They're trained in strategy, not connection → Vulnerability feels risky → Short-term wins trump relationship building Here are 4 ways to consider for building trust daily: 1. Practice radical transparency - Share weekly updates on company challenges - Schedule regular "Ask Me Anything" sessions - Be open about what you don't know yet 2. Take visible action on feedback - Implement "You Spoke, We Acted" monthly reviews - Share specific timeline for suggested changes - Follow up on team suggestions within 48 hours 3. Master emotional intelligence - Schedule 1:1 coffee chats with no agenda - Practice "repeat back" in meetings to show listening - Acknowledge team emotions during tough times 4. Create accountability - Share your personal development goals openly - Document lessons from failures in team meetings - Create public tracking for team commitments The Impact? ↳ Higher retention ↳ Increased innovation ↳ Stronger team bonds ↳ Better business results ↳ Psychologically safe workplace Remember: Trust isn't a 'nice-to-have' → It's the foundation of high-performing teams. → Without it, no team can thrive. P.S. What's one trust-building practice you've implemented that transformed your team's dynamics? P.S.S. How is your organization actively building trust? 🔄 Repost to share with your network 🔔 Follow Alinnette Casiano for more

Trust is not something you have, but something you do. 6 proven ways to build unshakeable trust with your team, TODAY: (Sample situations and scripts are included) 1. Say what you do. Minimize surprises. ➜Why: Consistency in communication ensures everyone is on the same page, reducing uncertainties and building reliability. ➜Situation: After a meeting, promptly send out a summary of what was agreed upon, including the next steps, owners, and deadlines. ➜Script: "Thank you for the productive meeting. As discussed, here are our next steps with respective owners and deadlines. Please review and let me know if any clarifications are needed." 2. Do what you say. Deliver on commitments. ➜Why: Keeping your word demonstrates dependability and earns you respect and trust. ➜Situation: Regularly update stakeholders on the project's progress. Send out a report showing the project is on track, and proactively communicate any potential risks. ➜Script: "Here's the latest project update. We're on track with our milestones. I've also identified some potential risks and our mitigation strategies." 3. Extend the bridge of trust. Assume good intent. ➜Why: Trust grows in a culture of understanding and empathy. Giving others the benefit of the doubt fosters a supportive and trusting environment. ➜Situation: If a team member misses an important meeting, approach them with concern and understanding instead of jumping to conclusions. ➜Script: "I noticed you weren’t at today’s meeting, [Name]. I hope everything is okay. We discussed [key topics]. Let me know if you need a recap or if there's anything you want to discuss or add." 4. Be transparent in communication, decision-making, and admitting mistakes. ➜Why: Honesty in sharing information and rationale behind decisions strengthens trust. ➜Situation: Be clear about the reasoning behind key decisions, especially in high-stakes situations. ➜Script: "I want everyone to understand why we made this decision. Here are the factors we considered and how they align with our objectives..." 5. Champion inclusivity. Engage and value all voices. ➜Why: Inclusivity ensures a sense of belonging and respect, which is foundational for trust. ➜Situation: Encourage diverse viewpoints in team discussions, ensuring everyone feels their input is valued and heard. ➜Script: Example Script: "I'd really like to hear your thoughts on this, [Name]. Your perspective is important to our team." 6. Be generous. Care for others. ➜Why: Offering support and resources to others without expecting anything in return cultivates a culture of mutual trust and respect. ➜Situation: Proactively offer assistance or share insights to help your colleagues. ➜Script: "I see you’re working on [project/task]. I have some resources from a similar project I worked on that might be helpful for you." PS: Trust Is Hard-Earned, Easily Lost, Difficult To Reestablish...Yet Absolutely Foundational. Image Credit: BetterUp . com