How to build high-trust teams (10 Keys)

“The whole is greater than the sum of its parts.” – Aristotle

Why it works

Amy C. Edmondson (pictured above) is an American scholar, author and Harvard professor. Best known for her groundbreaking research on psychological safety in the workplace, she authored eight books and over a hundred articles. In an influential 1999 paper, Edmondson describes psychological safety as “a team climate characterized by interpersonal trust and mutual respect in which people are comfortable being themselves.”

If that sounds touchy-feely to you, think twice. Google’s Project Aristotle research found that psychological safety, or trust within teams, is far and away the most important factor in high-performing teams. The safer team members felt with one another, the more likely they were to admit mistakes and harness the power of diverse ideas from others. Not convinced? They also bring in more revenue and are rated as effective twice as often by executives.

In essence, great teams thrive on trust. It turns a group of people into a team. When team members trust each other, they work better together. Trust is the secret ingredient in thriving teams. Here are 10 essential tips to build high-trust, high-performing teams.

How to do it

1) Transparency is essential
Regularly share updates and decisions, even the challenging ones, to show you value openness. Schedule team meetings to discuss both successes and challenges and invite questions to clarify decisions for everyone involved.

2) Consistency builds reliability
Always follow through on commitments to build a dependable reputation. Track promises, and if something prevents you from delivering, communicate promptly with a recovery plan.

3) Empower others for stronger bonds
Trust team members with responsibilities to show confidence in their abilities. Delegate meaningful tasks that align with their strengths and celebrate their successes.

4) Always be honest
Provide truthful feedback and admit mistakes to demonstrate integrity. Focus on behaviors when giving feedback, and openly own mistakes to model accountability.

5) Create a safe environment
Make it clear that all ideas and concerns are welcome without fear of judgment. Reinforce that all contributions are valued, even if they aren’t used, and thank team members for sharing.

6) Show respect to everyone
Recognize and appreciate each person's efforts and viewpoints. Avoid interruptions and actively welcome everyone’s input to show you value their contributions.

7) Keep communication clear
Use clear and straightforward language to avoid misunderstandings. Don’t use jargon and avoid ambiguity. Communicate expectations simply and check for understanding.

8) Fair value exchange matters
Offer equitable exchanges and be transparent about value provided and expected. Ensure fair workload distribution and explain the value each role brings to the team.

9) Actively seek and act on feedback
Actively listen to suggestions and implement changes to show you value feedback. Regularly check in for feedback and make sure the team knows when and how their input leads to changes.

10) Practice empathy
Take the time to understand team members' perspectives and respond thoughtfully. Ask your people how they’re feeling and adapt your expectations based on their current situation.

In every thriving workplace culture, trust is the heartbeat.

It all starts with a leader who believes in their team. 

Be that kind of leader.

And please share this post with one person who might benefit from doing the same.

Until next week,
Christian

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