Lack of trust can arise when, at first glance, jumping in to lend a hand seems like a great way to support your team. While keeping everyone informed and offering help might appear to be the mark of a good leader, the unintended impact of these behaviors on trust often gets overlooked. Beneath the surface of these well-meaning actions lies a subtle lack of belief in others’ capabilities and the team’s processes.
Here’s the thing: We often get too involved in “helping” others, and without even realizing it, we signal a lack of trust in their abilities. Trusting others—especially when your success is tied to the quality of their work—can be challenging. But that’s precisely where many leaders struggle.
Imagine an over-helpful leader stepping in to assist a team member with a task they didn’t ask for help with or providing too much information. On the surface, it looks like a supportive move. But what’s the underlying message? It’s often something like, “I don’t think you can do this on your own,” or “I can do this better or faster.”
This kind of constant involvement, even with good intentions, can stunt the growth of your team. Over time, it sends the message that you don’t trust them, which can quickly drain morale.
Lack of trust in a team shows up in subtle yet powerful ways throughout the workday.
Here are some examples of mistrust:
Hesitation to Delegate:
Leaders might hesitate to hand off tasks because they fear the work will not meet their standards. As a result, they hold onto too much and slow down productivity and team development.
Constant Check-Ins:
Frequent status updates, reminders, or meetings, though meant to keep things on track, can feel like micromanagement. It shifts the focus from getting the job done to proving it’s getting done, creating unnecessary pressure.
Limited Collaboration:
Trust issues often drive team members to work in silos. People may withhold information or avoid collaborating fully because they’re unsure if others will carry their weight. The result? A fractured team dynamic where everyone operates independently instead of working together.
Reluctance to Give Feedback:
Without trust, giving constructive feedback becomes uncomfortable. People may hold back and be worried about how the other person will respond, leading to unresolved problems and team frustration.
Backup Plans or Redundant Work:
When trust is low, team members need to double-check or redo work “just in case.” This creates inefficiency and wastes valuable time and resources.
Decision Bottlenecks:
Lack of trust often causes delays in decision-making, as team members second-guess each other’s judgment. Instead of empowering individuals to make decisions, everything gets routed back to a few key people, creating bottlenecks.
Over time, these patterns erode team morale and create an atmosphere of doubt and frustration. The solution? Building trust. It’s not easy—letting go of control and empowering others can be challenging—but it’s essential for creating a high-functioning, engaged, and productive team.
Team Dynamics and the Negative Impact
of Lack of Trust
When a lack of trust drives unproductive behaviours, the effects can ripple throughout the team. What starts as well-meaning action can erode the essential foundations of teamwork, ultimately hurting overall team dynamics. Here are a few ways these behaviours damage a team:
Decreased Accountability
Personal responsibility diminishes when leaders or peers constantly step in to assist or oversee. Team members start to feel that they’re not fully accountable for their work. If someone is always there to correct or guide them, they lose the sense of ownership that drives engagement and accountability. Over time, this can lead to disengagement, as individuals no longer need to take responsibility for their contributions.
Lower Morale and Motivation
A lack of trust is demotivating. People need to feel trusted to do their jobs well. Their morale takes a hit when they are second-guessed, micromanaged, or offered unnecessary help. Individuals start questioning their value to the team and losing confidence in their abilities. Without trust, the motivation to excel fades, leaving teams underperforming and disengaged.
Inefficiency and Redundancy
Over-helping and over-communicating can bog down team processes. Rather than moving through tasks efficiently, teams get caught up in unnecessary updates, corrections, and input that slow progress. What could have been a smooth workflow turned into a redundant and often frustrating process. Instead of empowering team members to complete their tasks independently, these behaviours foster inefficiency.
How To Combat Doubt and Build Genuine Trust
How can teams address these challenging issues and foster absolute trust? Building trust is a process that requires both self-awareness and deliberate action. Here’s how you can begin:
Encourage Empowerment, Not Control
Leaders and team members must resist the urge to step in at every sign of difficulty. Trust that your colleagues can handle their responsibilities and make decisions. Offer support when necessary, but allow people the space to take ownership of their work. Empowering individuals helps them build the skills and confidence needed to thrive, while excessive involvement fosters dependence and limits growth.
One powerful approach is to shift from “helping” to coaching. Ask open-ended questions instead of providing answers or taking over, allowing your team members to find solutions. This builds problem-solving skills and reinforces your trust in their abilities.
Build Clear Communication, Not Overcommunication
While communication is essential for team success, it’s important to distinguish between meaningful communication and over-communication. Establish clear expectations and communication protocols instead of frequent check-ins and constant updates. Trust that your team will reach out if they need help or clarification. When communication is driven by trust, it becomes focused and aligned with the team’s goals rather than being a tool for surveillance.
A helpful strategy is to set structured communication points, such as weekly or bi-weekly check-ins, where team members can provide updates and discuss challenges. This encourages proactive communication rather than reactive micromanagement.
Promote Feedback and Transparency
Trust thrives in an environment of open feedback and transparency. Create a culture where team members feel safe providing feedback and discussing issues openly. When trust is lacking, people often hesitate to speak up, fearing they’ll be seen as weak or incapable. Promoting vulnerability and honest discussions empowers your team to address challenges head-on.
Leaders should model this behaviour by being transparent about their decision-making processes and seeking team feedback. When leaders demonstrate trust in their team’s opinions, they foster a reciprocal dynamic where everyone feels valued and heard.
Focus on the Big Picture
Leaders who trust their teams focus on the larger goals rather than getting bogged down in the details. Trust that your team can align their work with the broader vision and course-correct when necessary. Focusing on outcomes instead of micromanaging every step gives your team the autonomy to innovate and solve problems creatively.
A helpful exercise is to define the “what” and “why” of your team’s goals while leaving the “how” to the individuals responsible. This approach empowers team members to use their strengths and expertise while you focus on guiding the overall strategy.
The Long-Term Benefits of Trust-Based Leadership
Building trust within a team requires time and consistent effort, but the long-term benefits far outweigh the challenges. When leaders foster genuine trust, they create an environment where individuals feel empowered to do their best work. The team becomes more collaborative, engaged, and innovative, driving higher performance.
Trust-based leadership frees leaders from constant oversight, allowing them to focus on strategic initiatives. It also empowers team members to take ownership of their work, fostering accountability and personal growth.
Final Thoughts: Trust as the Catalyst for Team Success
What might seem like just offering help to your team might often be a mask for deeper trust issues within a team. By recognizing these behaviours for what they are, leaders and team members can work together to create a culture of genuine trust that empowers individuals, fosters clear and meaningful communication, and allows the team to thrive.
The next time you find yourself overstepping, hesitating to delegate, constantly checking in, limiting your collaboration, shying away from feedback, building backup plans, or delaying decision-making, pause and ask yourself: “Am I doing this because I don’t trust my team?” If yes, it might be time to address the root cause.
Trust isn’t about control but giving people the space and confidence to do their best work. When you demonstrate faith in your team, they’ll rise to the challenge and exceed expectations.
George Wright wrote an article on LI on this topic.
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