The Anatomy of Trust

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We all need trust in our lives to make connections. Trust is built upon transparency, exploration, connection, and communication. We spend more time at work than almost anywhere else.

So what are you doing to build trust with your team members? Or your mentoring partner? (... or anyone for that matter)

Building trust at work is a pretty hard task. It is hard to maintain too. So why even bother? 

Trust creates great teams, supports innovation, and allows your team to grow. I have seen great teams pull together to deliver exceptional client experiences. I have seen teams fall apart due to stress, poor communication - broken trust. Being part of a broken team is just horrible, you want out of there as fast as possible.

Trust brings out our inner rainbows, and it allows us to:

  • Connect our values with the organisation,
  • Grow and evolve in the workplace,
  • The freedom to explore
  • Be open to new ideas and experiences

We are all inspired by workplaces that trust us. So what are some easy step for you, as a leader, to build trust with your young workers? Can it be that easy?


Building transparent practices and experiences happens through removing assumptions and ambiguity to allow people to see why you are making certain decisions OR asking these questions to your supervisor. Transparency in organisations is ESSENTIAL. Teams must prove they are honest with each other, own up to failures, and allow employees to see their vulnerabilities. Building trust and ownership at all levels.


Good and bad feedback (with tact of course!) is essential to any team. If people quit because of constructive criticism - are these the people you want on your team anyway? Listening, really listening to the needs of your team is vital if we are to grow and work on our strengths within our roles. Feedback helps us do just that.

Yes, you used to just be able to tell a junior to do task 'X', but now you have to spend 10 minutes explaining it to them. It’s worth it - trust me.


Autonomy over processes and roles, allowing people to try new things out side of the ‘norm’. Anything that allows someone to own a project and the process will allow them to grow. Yes, monitor and ask questions, but the freedom to do this in a way they want is simply one of the best feelings in the world. This can be creating a new project they are passionate about or allowing them to take on a task to increase their leadership skills. Trust in your team’s ability to explore their roles (you hired the best right?).


All of these things are great, but if you don’t know how to connect with people, you aren’t going to lead effectively for long. Do you know what is going on outside of work? We can’t just leave our lives at the door anymore. Create time to connect on a personal level. What drives them in their job? What makes them smile? Where do they see themselves in 5 years time? 

Leaders must be able to take people on a journey, understanding the people they are leading is vital to creating trust and a rockstar team. It's even more important as we create multi-generational teams.

Build lasting trust with your young workers helps them see that this is all possible with you as their leader. Are you ready for the challenge? More importantly, are you ready for the positive impact you will make?


If you’re someone keen on videos or listening to experts, then I suggest you check out these videos, maybe even watch them with your team and use this as an opportunity to reflect with each other.

This TED talk on trust by Simon Sinek. It’s really one of my favourites. [11.59mins]. "What makes a great leader? Management theorist Simon Sinek suggests, it’s someone who makes their employees feel secure, who draws staffers into a circle of trust. But creating trust and safety — especially in an uneven economy — means taking on big responsibility."

Brene Brown has a PhD in studying vulnerability. Breaking down trust and how we can build it or break it. [24mins]