Latest news with #trust
Forbes
a day ago
- Business
- Forbes
Workplace Trust Is A Language. Here's How To Speak It.
Trust is the language of modern leadership. getty Workplace trust is fraying. Only 1 in 5 U.S. employees strongly trust their leadership, and 63% fear leaders may purposely mislead them. But it's not just leadership we mistrust — it's each other. Some coworkers light us up, others drain us. That's trust, too. And while it can feel elusive, trust isn't lost forever — or one-size-fits-all. Uncertainty fuels fear and fatigue. Layoffs, political pressure, and daily headline whiplash make people question: Do leaders mean what they say? Can I trust their decisions? Tensions and frustration simmer, spill into careless comments and reactive choices, and quietly erode relationships. Yet trust fuels everything companies care about: engagement, innovation, retention, and performance. Without it, people self-protect. Productivity drops. Turnover rises. And high-trust companies? They deliver up to 286% higher shareholder returns . As Brené Brown says, trust is earned in the smallest of moments. And in my experience, those moments are where your presence, your assumptions, and your willingness to repair matter most. Trust in the workplace is rarely lost all at once. It erodes quietly when questions go unasked, feedback goes unspoken, and credit goes unshared. Motives get second-guessed. Energy fades. Collaboration gives way to cautious compliance. Over time, even high-performing teams slip into quiet resignation. It fractures further when feedback is vague, decisions lack context, leaders disappear in moments of uncertainty — or when a a blind eye is turned. It also breaks down between colleagues through misunderstandings, unmet expectations, and the stories we start telling ourselves when communication misses the mark. When trust breaks, control rushes in, and control breeds fear, compliance and burnout, not performance. Gallup estimates that low engagement costs the global economy nearly $9 trillion annually. That's the price of workplaces where trust is in short supply. Trust gets built in micro-moments of connection: how feedback is given, how people feel heard, how people show up when things get hard. It grows when we say what we mean and try not to let each other down. And it's not just about being trustworthy, you must also be trusting. Believing in others' ability to rise matters just as much as showing up yourself. That's why understanding how different people experience trust is essential. Minda Harts, author of Talk to Me Nice and workplace consultant, shared a personal experience that shaped her perspective: 'I had a manager early in my career who never gave me feedback. I started questioning whether he valued my work or if I even belonged on the team. My trust language is feedback — I need specific input to feel trusted and valued. But he didn't know that. We were both trying, but speaking completely different languages.' She added: 'How can people build trust if they don't know what you need from them?' Read The Signals Of Workplace Trust As Minda explains: 'That's what trust is: a language. When someone speaks one language and you keep speaking another louder, communication doesn't improve. But we do this with trust all the time.' She adds: 'A leader might think they're building trust by being transparent, but if their employees' trust language is follow-through, all that transparency means nothing if commitments aren't kept.' That's why understanding and speaking someone's trust language matters just as much as what you say. In a tech-driven world that flattens emotion, quietly erases what makes us unique, and distances us, human connection stands out. Trust thrives on proximity, authenticity, logic, and empathy, and wobbles when any of those are missing. It's communicated in intentional moments: how often we engage, the words we choose, the care behind our actions. We tend to trust those who show up consistently and with vulnerability — sharing openly, owning their missteps, and being emotionally present — and who speak in ways that resonate, not those we only hear from through impersonal leadership talking points. When leaders understand how people experience trust, they can transform tension into collaboration. And the payoff is real. Research from Paul J. Zak , founding director of the Center for Neuroeconomics Studies, found that employees at high-trust organizations are: 74% less stressed 50% more productive 76% more engaged It even increases joy. And who doesn't want more of that? The 7+1 Trust Languages at Work Leadership is tested — and proven — in how we earn, show, and speak trust. In his book Trusted Leader, David Horsager identifies eight pillars of trust: clarity, compassion, character, competency, commitment, connection, contribution, and consistency. These are the qualities leaders need to cultivate trust. But how do those values show up in everyday team interactions? In Talk to Me Nice , Minda adds a practical layer: seven trust languages that translate those values into action. 'The biggest mistake leaders make is trying to repair trust using their language,' she says. For some, trust looks like transparency — explaining decisions and sharing context. For others, it's follow-through — keeping commitments and delivering on promises. Minda outlines seven trust languages that help leaders better connect with their teams: Transparency — Explaining not just what decisions are made, but why. — Explaining not just what decisions are made, but why. Security — Creating intellectual, psychological, and physical safety so people can speak up without fear. — Creating intellectual, psychological, and physical safety so people can speak up without fear. Demonstration — Modeling expected behaviors instead of merely telling others what to do. — Modeling expected behaviors instead of merely telling others what to do. Feedback — Offering clear, actionable input rather than vague praise. — Offering clear, actionable input rather than vague praise. Acknowledgment — Recognizing contributions in ways that matter personally to each individual. — Recognizing contributions in ways that matter personally to each individual. Sensitivity — Being emotionally aware and thoughtful about timing during challenging conversations. — Being emotionally aware and thoughtful about timing during challenging conversations. Follow-through — Consistently doing what you say you'll do. While David Horsager's research points to 'connection' as one of the eight pillars of trust, I see it as an essential language of trust, too. We can't shortcut the moments that build trust: stay interviews, coaching conversations, meaningful celebrations, thoughtful feedback, and those small, unexpected check-ins that quietly say 'I see you.' When I asked which of these languages leaders neglect most, Minda didn't hesitate: 'Sensitivity, hands down. We've gotten so focused on 'efficiency' and 'getting things done' that we've forgotten people are human beings first, and employees second.' She shares examples of leaders delivering harsh feedback via email, announcing layoffs in all-hands meetings, or making major changes with no emotional context. For employees whose primary trust language is sensitivity, this doesn't feel impersonal but rather a betrayal. As Minda puts it: 'How and when you communicate matters as much as what you communicate.' How To Re-Earn Workplace Trust When workplace trust breaks, it echoes. And when it breaks within the very functions meant to model it — leadership and HR — the fallout runs deeper. Take the "kiss cam" scandal: Astronomer's CEO resigned after being caught on camera in what appeared to be a personal entanglement with the company's chief people officer, sparking headlines and shaking internal trust. HR's role is to safeguard culture and steady people through uncertainty. When that trust collapses, it can feel like the ground disappears. Like in any relationship, workplace trust will face ruptures. But those moments don't have to define your work reputation or relationships. What sets trusted colleagues and great leaders apart is their willingness to face conflict, engage in honest repair, and pursue deeper understanding. So where do you begin? By naming where trust has broken and owning your part. That starts with honest self-reflection. Minda recommends that you ask your teams two questions: 1. What does trust look like to you? 2. What would make you feel most supported right now?' Then listen. Someone might need more transparency about decisions, another might want acknowledgement for their extra hours, and someone else might need sensitivity around a health issue. You don't have to fix everything, but understanding how each person defines trust is a powerful first step. Another practice I use often: Pause. Breathe. Reflect. Ask yourself, "Am I responding to what's actually happening or to the story I'm telling myself?" When I feel myself slipping into impatient, fire-breathing mode, I take a moment. Do I need a walk? A quick breathing exercise? Should I text my husband or a friend to sanity-check my assumptions? Then, check in, especially with the person you're struggling to connect with or your team after a big decision or shift. Ask these two questions: "How did that land for you?" 'What's still on your mind?' These practices matter even more in make-or-break moments: public crises, layoffs, or when companies pull back from diversity, equity, and inclusion (DEI) efforts. As Minda puts it: "It's devastating because it breaks multiple trust languages at once. Pulling back on inclusion breaks follow-through and acknowledgment. For marginalized employees, it feels like a fundamental breach." In my experience working with senior leaders and teams, I've seen how deeply trust and DEI are connected. When companies retreat from DEI, employees wonder: Do I still belong here? Were those promises only performative? Will I be next? This is where leadership can re-earn trust: Name the reality. If DEI initiatives are shifting, say so clearly. Silence breeds mistrust. If DEI initiatives are shifting, say so clearly. Silence breeds mistrust. Keep checking in. Don't assume everyone feels equally safe. Ask what's changed for them and what support they need. Don't assume everyone feels equally safe. Ask what's changed for them and what support they need. Match words to actions. Don't just say belonging matters. Show it through decisions, resources, and daily behavior. Trust may not bounce back overnight, but it can be restored with consistency, care, honest conversation, and the courage to meet the moment with humanity. Trust Is The Language Of Modern Leadership Leadership today demands trusting relationships and a deeper awareness of how people work and feel, and you need to nurture those connections and instincts before urgency takes over. Trust steadies people in uncertain times, and it's spoken and reinforced in everyday moments: giving feedback, acknowledging what people carry or when you have let them down, staying honest when the answers aren't clear. As Minda says, 'Titles don't build trust. People do.' Workplace trust is the foundation of how we live well, lead well and create organizations worth believing in — places that light us up, not burn us out.
Yahoo
a day ago
- General
- Yahoo
Never Say These Things To A Friend If You Want To Keep Them
Friendships are one of life's greatest treasures, but they're not invincible. Even the strongest bonds can be weakened by careless words. We've all put our foot in our mouth, but it's how you handle these situations that can make or break a friendship. Here are 15 things you should never say to a friend if you want to keep them close. Consider this your guide to navigating those tricky conversations with confidence and poise. 1. "Why Are You Still Hung Up On That?" Questioning why someone is still focused on a past issue can feel dismissive. It suggests that they're holding onto something unnecessarily and should simply move on. Each person processes emotions differently, and it's essential to respect that. Instead of questioning them, ask how they're feeling and if there's anything you can do to support their healing process. This approach validates their emotions and reinforces your role as a supportive friend. People need time and space to process their emotions, and rushing them can be counterproductive. Encourage your friend to express themselves and explore their feelings without pressure to move on quickly. Offer empathy and understanding as they navigate their emotions. This approach fosters a deep sense of trust and reinforces your bond. Remember, patience and empathy are vital in maintaining strong friendships. 2. "You're Completely Overreacting." Telling someone they always overreact is like pouring salt on a wound. It dismisses their feelings and suggests that they're consistently irrational. According to a study by Dr. John Gottman from the Gottman Institute, invalidating someone's feelings can create emotional distance and lead to the deterioration of the relationship. Instead of blaming them for having strong emotions, try to understand why they feel that way. Open a dialogue that allows them to explain their perspective without feeling judged. A friend who feels like they can't express themselves will eventually stop trying. Over time, this can create an unspoken barrier in your relationship. If they come to you in distress, the best approach is to listen actively and empathetically. Validate their emotions and offer support instead of criticism. Remember, supportive communication is the bedrock of any lasting friendship. 3. "I Told You So." Nobody likes to feel like a failure, and "I told you so" is a surefire way to make your friend feel just that. It's tempting to say when you're proven right, but it comes off as smug and unsupportive. Your friend probably already feels regretful about the situation, and rubbing it in their face only adds insult to injury. Instead, offer them a safe space to process what happened and encourage them to learn from it. This approach affirms your role as a supportive friend rather than a judge. Your friend knows you were right, and repeating it only serves to highlight their mistake. It might make you feel good in the moment, but it chips away at the trust between you. Encourage your friend to reflect on the situation and discuss what they might do differently next time. This not only strengthens your friendship but also helps them see you as a reliable source of support. Always remember that being right isn't more important than being kind. 4. "You Shouldn't Feel That Way." Telling someone how they should or shouldn't feel can be damaging. It's like saying their perception of the world is wrong, which can be deeply invalidating. Renowned psychologist Dr. Brene Brown has emphasized the importance of empathy in relationships, suggesting that understanding and validating feelings are crucial to maintaining strong connections. When your friend is upset, the last thing they need is to be told that their emotions are incorrect. Instead, acknowledge their feelings and ask how you can help or support them. Everyone has their own emotional landscape, shaped by their unique experiences. By telling them how they should feel, you're essentially negating their personal history. Always aim to be empathetic and supportive, creating an environment where they feel safe expressing themselves. Ask open-ended questions to deepen your understanding of their feelings. This approach fosters a sense of trust and security in your friendship. 5. "You're Too Sensitive." Labeling someone as "sensitive" often carries a negative connotation, suggesting that they're overly emotional or weak. This kind of language can make your friend feel like their feelings are a burden or inconvenience. A study published in the Journal of Personality and Social Psychology highlights the impact of perceived insensitivity on emotional well-being, underscoring the importance of validating emotions in friendships. Instead of critiquing their sensitivity, appreciate the depth of their emotional understanding. It takes strength to feel deeply and express those feelings openly. When you belittle someone's emotions, you risk creating a barrier that limits open communication. A sensitive friend can offer insights and empathy that others might overlook. Encourage their emotional expression as a strength, not a flaw. Support their capacity for empathy by being an active listener and showing compassion. This approach will deepen your connection and foster a more supportive friendship. 6. "It's No Big Deal." Dismissing a friend's concerns with "it's no big deal" can be hurtful. It might seem like you're helping them gain perspective, but you're actually minimizing their experience. What might not be a big deal to you could be significant to them, and it's important to recognize that difference. Instead of brushing off their worries, ask questions to understand why it matters to them. This approach shows that you value their perspective and are willing to support them through it. Friends come to each other for validation and support, not judgment. When you dismiss their concerns, you risk making them feel isolated or misunderstood. Encourage open dialogue by acknowledging their experiences and feelings. By doing so, you help them feel seen and heard, strengthening the bond between you. Remember, empathy goes a long way in maintaining healthy friendships. 7. "Calm Down." Telling someone to calm down is rarely effective and often feels dismissive. It implies that their emotions are excessive or unjustified, which can escalate their feelings rather than soothe them. According to communication expert Dr. Deborah Tannen, such phrases can exacerbate tension and foster feelings of resentment in personal relationships. Instead of demanding calm, offer a listening ear and express genuine concern for their well-being. This approach demonstrates empathy and can help de-escalate the situation naturally. When emotions run high, what your friend needs most is understanding, not a command to temper their feelings. Encourage them to share what's on their mind, and validate their emotions without judgment. This fosters an environment where they feel safe expressing their true selves. Being patient and supportive can help transform a tense moment into an opportunity for deeper connection. It's about being present and offering reassurance when they need it most. 8. "I Wouldn't Worry About It." Dismissing someone's worries with "I wouldn't worry about it" can feel like you're brushing off their concerns. It's important to remember that everyone handles stress differently, and what might not cause you anxiety could be a huge deal for someone else. Instead of negating their feelings, ask them why they're worried and what you can do to help. This approach creates a space where they feel safe to express their concerns. By validating their feelings, you strengthen your role as a supportive friend. When your friend shares their worries, they're seeking reassurance and understanding. Offer them a listening ear and acknowledge their concerns as valid. Discuss potential solutions or coping mechanisms together. This collaborative approach not only helps them manage their worries but also reinforces the trust between you. Remember, friendship is a two-way street, built on mutual support and empathy. 9. "You're So Dramatic." Labeling someone as dramatic can feel like an attack on their character, reducing their complex emotions to a single trait. It implies that their reactions are exaggerated or unnecessary, which can be incredibly invalidating. Instead of labeling, try to understand the root cause of their emotions and offer support. Ask questions and listen without judgment to get a fuller picture of what they're experiencing. This approach fosters a deeper understanding and strengthens your friendship. People express themselves in various ways, and what's dramatic to one person might be a genuine reaction for another. Encourage your friend to express their emotions freely without fear of ridicule. Validate their feelings by showing empathy and offering a helping hand. By doing so, you create a safe space where they feel valued and understood. It's this kind of supportive environment that nurtures strong, resilient friendships. 10. "Why Don't You Just...?" Offering advice with "why don't you just...?" can come off as dismissive. It suggests that the solution is simple and that your friend is overcomplicating things. While your intentions might be good, this phrase can make them feel belittled or misunderstood. Instead, ask if they want advice or just someone to listen. This approach respects their autonomy and shows that you're there to support them, not dictate their actions. Everyone faces challenges differently, and a one-size-fits-all solution isn't always helpful. Encourage open discussion about the issue at hand and explore potential solutions together. This not only respects their ability to handle their own problems but also strengthens your role as a supportive friend. By being a partner in their problem-solving process, you build a more trusting and collaborative relationship. Remember, empathy and understanding go a long way in maintaining close friendships. 11. "You're Lucky; It Could Be Worse." Telling someone it could be worse seems like a perspective shift, but it often backfires. It can make your friend feel guilty for having their own struggles, even if they seem minor compared to others. Instead of minimizing their issues, acknowledge their feelings and offer a listening ear. Recognize that everyone's struggles are valid, regardless of magnitude. This approach fosters a safe environment where they feel free to express themselves without fear of judgment. Empathy is about meeting someone where they are, not where you think they should be. By brushing off their problems, you risk alienating them or making them feel misunderstood. Offer your support and understanding, showing that you value their feelings. This strengthens your friendship and assures them that you're there for them, no matter what. Remember, compassion and understanding are key to nurturing lasting friendships. 12. "That's Not My Problem." When a friend comes to you with a problem, dismissing it as "not my problem" can be hurtful. While it's true that you're not responsible for solving all their issues, offering support is crucial. Instead of distancing yourself, ask how you can help or if they need someone to talk to. This approach shows that you care and are willing to be there for them, even if you can't fix everything. It's about being a pillar of support rather than a closed door. Friendship is about being there for each other through thick and thin. Even if a problem feels outside your realm, offering empathy and understanding can make a significant difference. Encourage open communication and let them know you're there to listen. This helps build a strong foundation of trust and mutual support. Remember, being a good friend is about showing up, not having all the answers. 13. "You're Just Like Your [Negative Relation]." Comparisons can be flattering, but not when they're linked to negative traits or people. Telling a friend they're just like someone they don't admire can trigger insecurities or defensiveness. It can feel like you're saying they're destined to repeat the mistakes of that person and that change is impossible. Instead of drawing comparisons, focus on your friend as an individual with their own unique traits. Highlight the positive aspects of their personality and encourage their growth. People are constantly evolving, and pigeonholing them based on someone else's behavior is unfair. It can make your friend feel trapped in a narrative they didn't choose. Offer support by acknowledging their strengths and the positive steps they're taking. Everyone deserves the opportunity to grow beyond their past or the negative examples set by others. Be the friend who sees their potential, not their limitations. 14. "You're Overthinking It." Labeling someone as an overthinker can feel like a critique of their problem-solving abilities. It implies that their thought process is flawed or excessive, which can be disheartening. Instead of labeling, encourage a conversation about their concerns and offer support. Ask questions to understand their thought process and help them find clarity. This approach fosters a deeper connection and strengthens your friendship. Overthinking often comes from a place of worry or uncertainty, and dismissing it can exacerbate those feelings. Encourage your friend to share their thoughts and explore potential solutions together. This not only respects their thought process but also strengthens your role as a supportive friend. By being a compassionate listener, you build a more trusting and collaborative relationship. Remember, empathy and understanding go a long way in maintaining close friendships. 15. "You'll Get Over It." Telling someone they'll get over it might seem like encouragement, but it often feels dismissive. It suggests that their current emotions are temporary and not worth taking seriously. Instead of brushing off their feelings, acknowledge their emotions and offer your support. Ask how you can help them through the tough time, showing that you care and are willing to be there for them. This approach fosters a supportive environment where they feel safe expressing themselves. Healing takes time, and everyone's journey is different. Encourage your friend to share their feelings and explore ways to cope with their emotions. Offering empathy and understanding during this time can make a significant difference. This helps build a strong foundation of trust and mutual support in your friendship. Remember, being a good friend is about offering a shoulder to lean on, not pushing them to move on. Solve the daily Crossword
Forbes
a day ago
- Business
- Forbes
20 Proven Ways To Build Trust Among Creative Teams
Trust is a necessity in any team culture, but especially among creative teams. Without open, honest dialogue, even the most talented individuals may hold back or struggle to work together, stifling creative thought. But when leaders nurture a culture of trust, these individuals become a cohesive unit, expressing ideas openly and collaborating to achieve shared goals. Here, 20 Forbes Communications Council members share practical strategies they've used to nurture trust within their creative teams. Follow their recommendations to encourage cohesion and camaraderie among colleagues. 1. Use Project Collaboration Systems When team members understand each other's work, impact and dependencies, it builds trust and breaks down silos. Recommend using unified project collaboration systems, regular syncs to share work products, outcomes and learning, and shared spaces like Notion to increase transparency, interlocks and trust across marketing teams. - Anirban Datta, Anoki Inc. 2. Give Team Members Ownership And Authority Trust starts with clarity. I ensure each team member has direct ownership of their area—with the authority and accountability to act. When everyone knows their role and delivers on it, the team becomes a well-oiled machine. This structure builds mutual respect, confidence and the trust needed for creative collaboration to thrive. - Alan Ranger, Cognigy Forbes Communications Council is an invitation-only community for executives in successful public relations, media strategy, creative and advertising agencies. Do I qualify? 3. Build Consensus First One of the best ways to build trust is by building consensus first. When you can make sure everyone on your team is heard, regardless of the final result, people feel empowered and trust that their ideas and opinions—and most importantly, their work—matter. - Matt Nordby, NASCAR 4. Acknowledge Your Mistakes Honesty is paramount. Building trust requires you to tell the truth while remaining outcome independent, never succumbing to perceived consequences. Sometimes this may even include acknowledging your own mistakes openly. I encourage other leaders to pursue this level of honesty with their team because it signals they can trust you with their career—ultimately the means by which they provide. - Harold Bell, Cyberhaven 5. Encourage And Demonstrate Empathy And Transparency Trust is built through transparency by sharing information openly, setting clear expectations and acknowledging both successes and failures. Empathy is equally essential, as understanding each team member's perspective creates psychological safety and strengthens collaboration. - Anna Titulaer, Kiva 6. Create Clarity By Listening I try to create clarity and be the leader my team needs—by listening, not always leading with my own ideas. Trust grows when everyone feels heard and involved. I believe a shared path forward, with room for inspiration and direction when needed, builds stronger, more effective teams. - Jonas Barck, Mentimeter 7. Absorb Feedback And Take Meaningful Action An essential aspect of building trust is actively listening to feedback and taking meaningful action, either by responding directly or by empowering team members through thoughtful delegation. What truly matters is making a commitment and consistently following through, demonstrating reliability and accountability to your team. - Dayle Hall, SnapLogic 8. Find The Right Channel To Communicate I always think about the right channel for clarity, transparency and trust. Texting, most of the time, is wrong, yet many use it as their "go-to" choice. For simple tasks or confirmation, it's okay, but not for more strategic or sensitive issues. Live, in-person (if possible) interactions help leaders demonstrate active listening, read body language and ensure their meaning is conveyed. - Mark Dollins, North Star Communications Consulting 9. Keep Your Team Informed Consistent communication is key to building and maintaining trust among team members. In an increasingly virtual world, the only way teams can become aware of priorities, initiatives, interdependencies and cross-team impacts is when they are made aware and kept informed constantly. This way, they can plan together and iron out differences or impacts. This communicates fairness and builds trust. - Aditi Uppal, Teradata 10. Create A Culture Of Psychological Safety Great leaders create a culture of psychological safety for their teams, which allows team members to fail safely. This encourages learning and collaboration in the forms of experimentation, risk-taking and trial and error. Without this safety, team members will avoid taking risks, follow so-called "best practices" (in reality, boring practices) and will default to stifling innovation. - Udi Ledergor, Gong 11. Allow Space For Real Conversations I make sure to create space for real conversations, especially when things aren't perfect. Trust grows when teams know they can show up with questions, mistakes or ideas and still feel heard. Leaders who model vulnerability and curiosity build teams that stay engaged and adaptable. - Kristin Russel, symplr 12. Have An Open Channel For Questions And Knowledge Sharing Teams should have an open channel to ask questions and share knowledge. Platforms like Microsoft Teams and Slack are good options for a collaborative environment that allows the group to support each other and help each other grow by sharing information. When team members can easily tap into the entire group's experience at a moment's notice, trust grows organically. - Esther Bonardi, Yardi Systems 13. Set The Tone From The Top Trust starts with leadership behavior. I built it by acting with consistency, transparency and respect—setting the tone from the top. I mentor rather than dictate, creating psychological safety that fuels creativity and accountability. Leaders should do the same—because culture compounds and performance follows. - Marie O'Riordan 14. Lead With Confidence And Humility Confidence shows the team that we have a path to success, while humility creates space for others to contribute, challenge ideas and grow. When leaders model both, they create a culture where people feel safe, valued and motivated to do their best work. It's not about having all the answers, but about building the right environment to find them together. - John Schneider, Betterworks 15. Prioritize Connections And Relationships I build trust through connection, such as through our weekly 'Fri-YAY' chats where we skip work talk and share what we're proud of. I also end meetings with highs and lows to foster openness. I've found that creative teams thrive when trust is strong. Leaders should prioritize relationships—because connection fuels collaboration and innovation. - Emily Burroughs, BGSF 16. Show Your Team You Trust Their Judgment I build trust by giving team members ownership and showing I trust their judgment. When people feel respected and empowered, they bring their best thinking forward. Creative teams thrive when they know their voice matters and their leader has their back. - Cody Gillund, Grounded Growth Studio 17. Host Unpolished Idea Sessions We hold weekly sessions where team members share raw ideas—no slides, no polish. This creates a space where people feel safe to speak up. When trust is strong, teams take more creative risks and support each other through feedback. - Jamie Elkaleh, Bitget Wallet 18. Encourage Shared Reflection One way I build and maintain trust is through shared reflection: short 'share and spotlight' sessions every two weeks where team members present a recent win, new idea or learning and we discuss it openly. This fosters transparency, vulnerability and appreciation across the team—not just top-down praise. Over time, it builds psychological safety, which is critical for creative risk-taking. - Rinita Datta, Cisco Systems, Inc. 19. Normalize Imperfection I build trust by normalizing imperfection early. I let my team know that rough drafts and wild ideas are not only welcome, they're essential. It has helped me create a space where people feel safe to take risks, which is where real creativity and impact live. - Aditi Sinha, Point of View Label 20. Prioritize Integrity To build trust, you need to prioritize your own integrity. That means more than being honest with feedback and following through on your promises—it also means having empathy, uplifting others and feeding attributes in yourself that you wish to cultivate. If people take note of your drive and see you taking action, they'll feel safe to do the same. That's when the trust can really start to grow. - John Jorgenson, Cambium Learning Group
Fast Company
2 days ago
- Business
- Fast Company
5 habits that are making you a worse leader
Being an effective leader requires a matrix of skills and abilities working in tandem. The ability to foster hope, cultivate trust, and motivate people to action can make a difference in its ability function effectively and retain employees— 80% of employees responded that they'd stay in a job because they have a manager they trust. And no small part of the ability to lead is executive or leadership presence. A well-publicized study by Coqual (formerly the Center for Talent Innovation) found 'executive presence'—looking and acting the part of a leader—makes up 26% of what it takes to ascend to top jobs. 'If I was to boil everything down, the two fundamental core principles of good, successful, solid leadership is strong and unquestionable authenticity and trust,' says executive and leadership development coach Serena Palmer. However, there are some common behaviors and habits that undermine those leadership essentials. Palmer and other experts say being aware of them is the first step to correcting them. Shifting from 'me' to 'we' Some leaders—especially those who are new to their roles and may be feeling insecure—have trouble shifting from individual contributors who need to toot their own horns to get ahead to being a leader and responsible for a team's performance, says leadership expert and coach Emily Walton. This can take a few forms, she says, including emphasizing your own importance in a situation, micromanaging, and failing to give credit to others for the team's success, she adds. 'Sometimes, people will take these actions because they might be feeling insecure about themselves in their role or [about] their contributions,' she says. 'When you shift into leadership, it's a 'we' thing, and you want to do that because it strengthens your network, and it also strengthens the trust that people have in you: that you're going to speak up for them, whether they're in the room or not, and that you're honest and authentic.' Avoiding the tough parts The Coqual survey found that 'gravitas' was the number 1 factor in leadership presence, according to 67% of respondents. Key components of gravitas include exuding confidence, showing grace under pressure, and speaking the truth, even when it's difficult. One of the quickest ways to erode the trust of your team, Watson says, is people-pleasing, especially when it comes to making tough decisions and standing up for your team. 'If you're constantly trying to please everyone else, it's going to frustrate your team, and it's also going to frustrate your colleagues, because they're not going to know where you stand, and you're no longer dependable,' she says. Another version of this behavior Palmer calls, 'don't shoot the messenger.' In other words, when difficult decisions are made or bad news surfaces, the leader abdicates responsibility for the decision or news, saying it was someone else's to make, she says. In other cases, the leader just avoids making a decision, such as allowing bad behavior on a team to continue rather than addressing it head-on. Both 'undermine authenticity of the leader, and again, you will lose people that way,' she says. Being busy without impact Wearing 'busyness' as a badge of honor without making a significant impact is another action that will erode the trust and confidence of teams in their leaders, says personal branding expert Nicole Hart. When someone is proclaiming how busy they are and the results of that work aren't evident, 'the people around you or your superiors are going to be like, 'Oh, I don't have the faith that I can put more on their plate,' she says. 'And so, it kind of decreases faith for leaders when I think people are actually trying to do the opposite.' Hart adds that insecure leaders may do this to this to try to solidify their place as 'necessary' to a company or organization. However, effective leaders know how to prioritize where their efforts are best devoted. Spewing negativity Chronic negativity can also wear on a leader's presence, Hart says. Bringing up negative personal issues when they're not relevant, being cruel or overly negative when giving feedback, and even being negative about your own ideas as you pitch them, all damage credibility and relationships with the team. 'Leadership requires vision. Vision requires the ability to see untapped, positive opportunity. Negative leaders can't inspire innovation or loyalty,' Hart says. Avoiding vulnerability Walton says that communication issues like being a know-it-all and an inability to apologize can also undermine leadership presence. Similarly, an inability to show vulnerability can do the same, says Palmer. 'By not doing that, you don't give permission for people in your team to be able to have a safe space to share whatever it is that they're having difficulties with,' she says. Leaders who feel like they may be undermining their own leadership presence should try to get to the root of why trust is being lost, Walton says. Own up to it and then, 'outline what you're going to do differently and then actually do it,' she says. 'Otherwise, it's just lip service, and that's not going to change how people feel.'
UAE Moments
2 days ago
- Health
- UAE Moments
Daily Affirmation for July 27, 2025 to Kickstart Your Vibe
✨ Today's Affirmation: "I trust the timing of my life and welcome every new beginning with an open heart." ? Vibe Check: Feeling a little restless? Like you're stuck in that weird in-between of wanting more but not sure how or when it's coming? Totally normal. Today's cosmic whisper: Trust that everything is unfolding even when it feels like you're standing still. You're not behind. You're exactly on time. Why This Works: When you're craving change, it's tempting to force things to happen ASAP. But growth — real, soul-deep growth — is more like a sunrise than a light switch. This affirmation reminds you that patience is progress, and your heart knows the way. Your Mini Mission: Ease into trust today with these tiny steps: – Write down three small wins you've had in the past month (they count, even if they feel tiny). – Practice saying out loud: 'I am on my own timeline, and that's enough.' – Pause before rushing a decision — give yourself permission to feel ready before moving forward. Power Up Playlist: Songs for trusting your glow-up season: 'Good as Hell' – Lizzo 'Hold On' – Wilson Phillips 'Shake It Out' – Florence + The Machine 'Dog Days Are Over' – Florence + The Machine 'Brave' – Sara Bareilles Bonus Energy Tip: Wear or carry a piece of moonstone today. Moonstone is the ultimate "trust the process" stone — it encourages intuition, patience, and flow. Whenever you feel anxious about the future, touch it and repeat: "New beginnings are always on my side."
