The Importance of Trust
I hear it all the time: founders want more trust and alignment in their teams. And for good reason—a lack of trust in an organization leads to misalignment, drama, politicking, and wasted energy.
In a startup, especially one trying to innovate or pioneer something new, trust is essential. It’s the glue that holds the team together, allowing them to collaborate, share ideas, and execute effectively.
But here’s the thing: before others can trust you, you must first trust yourself.
In this post, we’ll explore what trustworthiness looks like, how to build trust in yourself, and how to foster trust in your organization for better alignment and results.
I. Building Trust in yourself
Do You Trust Yourself?
Before we dive into fostering trust within your team, let’s focus on you. Do you trust yourself?
You may not even know how to answer that question—it’s not something we often think about. But trust in yourself is foundational to effective leadership.
Here’s an exercise to help clarify where you stand:
Step 1 – Think of someone you trust.
Start by identifying someone you have a high degree of trust in. It could be someone you’d march into battle for or simply someone you’d trust to care for your pet while you’re out of town.
Step 2 – Ask the following question: What about them fosters trust in you?
Reflect on the qualities that make this person trustworthy to you. This is a personal exercise because trust can mean different things to different people.
If you need help listing these out, here are some examples of trustworthy traits based on my own personal experience:
1. Consistent Follow-through – They do what they say they will do.
2. Shared Values – They align with values like kindness, respect, and courage.
3. Consideration – They demonstrate care and consideration for others.
4. Integrity – They stick to their moral compass, even in tough situations.
5. Honest and Effective Communication – They communicate clearly, even when it’s difficult or uncomfortable.
6. Boundaries – They know their limits, respect others’ boundaries, and communicate them clearly.
7. Mission-Driven – They have a clear vision and consistently work toward it.
8. Accountability – They take responsibility for their actions.
Step 3 – Ask yourself – How do you compare to the list of traits that you listed?
Once you’ve listed the traits of someone you trust, ask yourself: Do I exhibit these traits?
• Be honest in your self-assessment.
• Identify areas where you excel and where you might fall short.
Step 4 – Make a plan to build trust within yourself.
Now that you’ve identified areas for growth, develop a plan to improve.
For instance, I’ve personally struggled with consistency throughout my life. To work on this, I use habit tracking in my bullet journal to hold myself accountable.
Ask yourself:
• What habits can I adopt to improve my trustworthiness?
• How can I hold myself accountable to these habits?
Building trust in yourself takes consistent effort, but it’s essential for laying the foundation of trust in your organization.
II. Building Organizational Trust and Alignment
Now let’s talk about how to foster trust within your organization.
Here are the three key steps:
1. Model Your Trustworthiness
2. Allow Yourself to Be Vulnerable and Imperfect
3. Let Go of the Reins—Trust Your Team
It’s really that simple.
Let’s explore more:
Step 1: Model your trustworthiness.
Everything we discussed about personal trust applies here. Be clear on the traits you value in trustworthy people and embody them as a leader.
When you model trustworthiness—through accountability, integrity, and clear communication—you set the tone for your entire organization.
Step 2: Allow yourself to be vulnerable and imperfect.
Trust isn’t built through perfection; it’s built through consistency, intentionality, and accountability.
Here’s the reality:
• Trust can be broken quickly and take time to rebuild.
• Mistakes happen. When they do, take responsibility and communicate openly.
Why vulnerability matters:
• Showing vulnerability helps your team connect with you as a human being.
• Perfection might inspire briefly, but authenticity builds long-term trust.
Your team doesn’t need a perfect leader; they need a thoughtful, intentional one who owns up to mistakes and learns from them.
Step 3: Let go of the reigns. Trust. Be Trusting.
Here’s the hard truth: you can’t force someone to trust you.
Instead, focus on being crystal clear about:
• Your values
• Your boundaries
• Your decision-making process
When you model trustworthy behavior, your team will naturally begin to trust you.
By trusting your team to do their jobs, you empower them to grow, collaborate, and innovate.
Conclusion: Trust Is a Two-Way Street
Trust isn’t something that just happens—it’s something you actively build, in yourself and in your team. If you’re serious about creating a culture of alignment, collaboration, and high performance, it starts with you. Take a moment to reflect: Do you fully trust yourself? Are you modeling the kind of trust you want to see in your organization?
If this resonates, don’t stop here. Start implementing these strategies today. Pick one area—whether it’s improving follow-through, embracing vulnerability, or letting go of micromanagement—and commit to it.
💡 Want deeper support? If you’re ready to transform the way you lead and cultivate real trust within your team, let’s talk. Book a call with me and let’s build a roadmap to stronger leadership and aligned teams together.
🎥 There is also a full YouTube video for your viewing pleasure available here.
Leave a Reply