Building Trust for Collaboration: The Key to Thriving Teams
Trust is the foundation of all meaningful relationships, whether personal or professional.
In a world where collaboration is essential for solving complex challenges, trust acts as the glue that holds people and organizations together. I had the pleasure of speaking about trust for collaboration at the Civil Service World Conference last month. But what exactly is trust, and how can leaders encourage it in their teams?
What Is Trust, and Why Does It Matter?
The Cambridge English Dictionary defines trust as the belief that someone is good, honest, and will not harm you, or that something is safe and reliable. Leadership expert Charles Feltman takes this further, defining trust as “choosing to risk making something you value vulnerable to another person’s actions.” Warren Bennis, a pioneer in leadership studies, describes trust as “the lubrication that makes it possible for organizations to work.”
I find Bennis's description helpful because it plays to the default position we tend to take - humans generally trust so that they can get on with business. Trust is not just a social or ethical concept; it is deeply wired into our brains. Neuroscientific studies show that multiple brain areas are engaged when we decide to trust someone, emphasizing its evolutionary importance. Trust breaches, on the other hand, trigger disgust and disengagement, making it essential to nurture and repair trust within teams.
The Neuroscience of Trust
Our brains are wired for safety first and reward second. The regulation of these impulses plays a crucial role in trust-building. Neuroscientist Prof. Patricia Riddell highlights that while much of our response to trust is subconscious, increased awareness can lead to better insight and decision-making.
This means that leaders who create a psychologically safe environment—where people feel secure enough to take risks and voice concerns—are more likely to foster high-trust teams. Conversely, when trust is breached, it triggers negative emotions that can be difficult to overcome unless actively repaired.
Trust and Leadership
Leaders who prioritize trust exhibit certain core qualities that inspire confidence in their teams. These include:
Ability – Demonstrating competence and expertise.
Benevolence – Showing care for others’ well-being.
Congruency – Aligning words with actions.
Consistency – Acting in a predictable and fair manner.
Communication – Being clear and transparent.
Dependability – Following through on commitments.
Integrity – Upholding strong ethical standards.
Openness – Encouraging feedback and dialogue.
Reliability – Being someone others can count on.
Transparency – Sharing information openly to build mutual understanding.
When these elements are present, trust flourishes, enabling greater cooperation, innovation, and problem-solving.
The Common Traps That Undermine Trust
Despite its importance, trust is fragile and can be easily undermined. Leaders must be mindful of these common trust traps:
In-groups vs. Out-groups – Favouritism can erode trust within teams. Leaders must treat people equitably to build a culture of inclusion. If a leader is too successful in promoting their group's identity, it can conversely emphasis the sense that everyone else is the "out-group."
Command-and-Control Leadership – Overly hierarchical structures can stifle trust by discouraging autonomy and shared decision-making. Sometimes this style is necessary, but the longer it goes on, the more likely teams are to disengage.
Failure to Act on Breaches – When leaders ignore or fail to address trust breaches, it signals indifference, eroding credibility and morale. If there are no visible consequences to poor performance or behaviour, there is an overall reduction in trust within the group.
How to Build Trust in Collaborative Teams
Consider the challenge of creating a future-ready healthcare system—one that promotes longer, healthier lives for all. This requires collaboration across government, health services, and local communities. How can trust be built between these diverse stakeholders?
A good starting point is identifying the key players and understanding their perspectives. By actively listening, addressing concerns, and fostering open dialogue, leaders can lay the groundwork for trust. Practical steps include:
Setting Clear Expectations – Defining roles and responsibilities to reduce uncertainty.
Encouraging Open Communication – Creating forums where all voices are heard.
Demonstrating Reliability – Following through on commitments to build credibility.
Practicing Transparency – Sharing information to align stakeholders on common goals.
Addressing Conflict Proactively – Resolving disputes fairly and openly.
Final Thoughts
Trust is not a given; it must be earned and maintained through conscious effort. Leaders who prioritize trust-building will foster stronger, more resilient teams that can collaborate effectively in the face of complex challenges. Whether in government, business, or community initiatives, trust remains the cornerstone of successful collaboration. As leaders, our challenge is not only to build trust but also to nurture and repair it when needed, ensuring that our teams and organizations thrive.