In his classic book The Five Dysfunctions of a Team, Patrick Lencioni highlights a lack of trust as a foundational problem that underlies every other dysfunction. Without trust, the other problems pretty much can’t be solved.
And when that trust is broken, it doesn’t really matter much whether you independently are at fault or whether you were simply following orders of those above you. The end result is the same. The people who report to you no longer trust you to act with integrity.
So when that happens, what can you do? How do you recover so you can move on?
First, recognize that there’s not a guaranteed formula or a linear step-by-step process for repair. Also, depending on the situation, trust may never fully return to where it was. But there are different behaviors you can practice to demonstrate reliability and improve trust.
In no particular order …
🔵 You can demonstrate acknowledgement. Say out loud what happened, what the consequences were, and how your actions contributed to that outcome.
🔵 You can demonstrate boundaries. Without making excuses, be clear about what you can an cannot control or influence
🔵 You can demonstrate stability. Without making unrealistic promises, do what you can to eliminate future surprises and reduce further harm.
🔵 You can demonstrate consistency. From this point forward, do what you say you will do. Every single time.
🔵 You can demonstrate patience. Without asking for quick forgiveness, invite your team to evaluate your actions and gradually watch for trustworthiness in you.
Whether it was a corporate failing or a personal one, you may feel guilt, resentment, or fatigue in the resulting loss of trust. Sometimes simply talking through the situation can bring you clarity and confidence for the future. If you’d like a private discussion to explore your situation, let’s talk. Visit stevedwire.com/talk to start the conversation.
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