Encourage open communication to build trust

A key aspect of building trust is transparent communication with the team. Your people need to feel you are sharing as much as you can if they are going to trust you to follow your direction.

It is also crucial to create a space where team members feel comfortable to openly express their:

• Ideas

• Concerns

• Feedback

They must be assured that their opinions will be taken seriously and that there will be no repercussions if they share their concerns or other thoughts. You will need to listen to your people actively and demonstrate that you respect their true identity and what they are sharing. Let your people know their voices are heard and respected, fostering open communication and dialogue in the service of deeper levels of trust.

With transparent communication, you can break down barriers and cultivate trust among team members.

Moving From Policy to Practice

It’s easy to say you have an "open door," but true communication isn't a broadcast; it's a dialogue. You need to cultivate an environment where people feel safe enough to bring you their rawest ideas and their most honest feedback without fear.

Here is how to make that practical:

1. Reward the Messenger

In many organizations, bringing up a problem is dangerous. Change that dynamic. When someone points out a flaw or a risk, thank them publicly. Make it clear that you value truth over comfort. If people know they won't face repercussions for speaking up, you’ll hear about small fires before they become infernos.

2. Close the Feedback Loop

Nothing kills communication faster than a suggestion box that is never opened. If you ask for feedback, you have a duty to address it. You don't have to agree with every suggestion, but you do have to explain why you’re making a certain decision. "We heard you, and here is why we’re going a different direction" is a valid answer. Silence is not.

3. Share the Context

Don't just assign work; explain the business reality behind it. When the team knows the stakes—the budget constraints, the client pressures, the long-term goals—they can make intelligent decisions without you hovering over them. When your team understands the "why" behind the "what," they feel respected—and that respect is returned.