We’ve all had tough conversations with the people we love – partners, close friends, family. The ones where emotions run high, truths are shared, and things feel uncomfortable. But if there’s trust in the relationship, you come out the other side stronger, not divided.
The same principle holds true in the workplace.
As leaders, giving difficult feedback or addressing challenging issues becomes so much easier when there’s a foundation of trust. Without it, even the most well-intentioned conversation can feel like criticism. With it, feedback feels like care.
But trust isn’t built in the heat of the moment – it’s built long before that. It’s created through consistent, intentional relationship-building. Here are a few practical ways to strengthen trust within your team – along with reflection questions to deepen your leadership practice:
Show up with consistency
Follow through on your commitments. When your team sees that your words and actions align, they’re more likely to trust your intentions – especially during challenging conversations.
Ask yourself:
- Do I follow through on what I say I’ll do?
- Where might I be sending mixed signals with my actions?
Ask your team:
- What does reliability look like to you in a leader?
- Is there anything I can do to better support or follow through?
Be curious, not just directive
Ask questions. Take an interest in your team members’ experiences, ideas, and challenges. When people feel heard and understood, they’re more open to feedback – even the tough kind.
Ask yourself:
- When was the last time I asked my team for their input – without jumping in with my own opinion first?
- Am I more focused on giving direction or building understanding?
Ask your team:
- What’s something you wish more people asked you about?
- What part of your role do you want me to better understand?
Create space for real conversations
Build regular one-on-one time into your schedule. Don’t make it all about tasks and deadlines. Use it as an opportunity to learn about their goals, stressors, and motivators. Connection starts with presence.
Ask yourself:
- Am I creating space for meaningful conversations, or only checking in when there’s a problem?
- How do I show that I value people beyond their to-do list?
Ask your team:
- What’s one thing you’re proud of this month—personally or professionally?
- What’s been weighing on you lately that I might not be aware of?
Be transparent
Share your “why” when making decisions or giving feedback. People may not always agree, but they’ll respect you more if they understand your thought process.
Ask yourself:
- Do I clearly communicate the reasons behind my decisions?
- Where might I be holding back context that could help others understand?
Ask your team:
- Are there areas where you’d like more visibility into how decisions are made?
- What helps you feel included and informed?
Lead with empathy
Before jumping into performance conversations, pause and consider what else might be going on for the person. Approach with compassion. Empathy doesn’t weaken your message – it strengthens your relationship.
Ask yourself:
- Am I taking time to see the full person in front of me, not just the performance?
- What assumptions might I be making that I need to check?
Ask your team:
- What support do you need from me right now?
- How are you doing – really?
Practice vulnerability
Be honest about your own challenges and areas of growth. When leaders show humility, it invites trust and encourages a culture where feedback flows both ways.
Ask yourself:
- When was the last time I admitted a mistake or shared something I’m working on?
- Am I modeling the behavior I want to see?
Ask your team:
- What’s something I could do differently as a leader?
- How can we create a team culture where it’s safe to be human?
The bottom line? When leaders focus on building strong, trusting relationships, everything else becomes easier – especially the hard stuff. People don’t brace themselves when you call them in for a conversation. They lean in, because they know you’ve got their back.
Want to lead with greater trust and confidence?
At Upskill Consulting, we offer customized training and coaching to help leaders build trust, deliver impactful feedback, and refine their leadership presence. Let’s work together to build stronger teams and more effective leaders.
Contact us today to learn more about our leadership programs and coaching support.
Check out our other blogs on trust!
- Failure: Embrace It for Powerful Learning and Growth
- Superhuman Leadership Traps: What Got You Here Won’t Get You There
- From Knower to Leader: The Shift in Leadership
Throughout Sofia's career she has engaged in various functions of HR, always with a mindset of translating business strategy into systematic HR initiatives. Her HR experience has involved overseeing day-to-day operations, developing HR strategies, leading organizational changes and partnering with leadership to drive and deliver on HR principles and business strategies.
Her specialization in HR includes training and capability development, performance management, employee engagement, change management and organizational development.
Sofia has a Bachelor of Arts Degree in Psychology from Simon Fraser University,a Post-Baccalaureate Diploma in Human Resources Management from Kwantlen Polytechnic University and holds her Chartered Professional in Human Resources (CPHR) designation.
- Trust First, Feedback Second: Why Connection Comes Before Correction - June 1, 2025
- The Not-So-Fluffy Truth About Connection in Leadership - May 2, 2025
- Small Changes, Big Impact: The Case for Micro Shifts in Leadership - April 7, 2025