1. Definition and Origins
Trust definition : To trust someone is to place something valuable in their hands. It’s an act of faith in another person, their ability to meet our expectations and use what we give them wisely.
“Trust is earned in drops and lost in buckets.”
Jean-Paul Sartre
2. The Gradual Construction of Trust
At the start of your career, you develop technical and interpersonal skills. Over time, the organization entrusts you with new responsibilities, demonstrating its confidence in you.
But do you offer trust spontaneously, or must it be earned? Is it full or partial?
• What does it take to earn trust?
• And is it ever complete?
These questions reflect what some of your team members might feel if they sense no evolution in the trust dynamic.
Because yes, as a manager, your role is not to do, but to enable others to do. Your role is not to control everything, so you must learn to trust.
And for your organization to succeed, trust must flow in all directions: between teams, between employees and managers, and outward to all external stakeholders.
I’ve witnessed the consequences of broken trust. Some employees came to me saying they didn’t see the point of sharing updates or discussing decisions with other teams, it made them feel they weren’t fully trusted.
Understanding the dynamics of trust is crucial, because its absence can quickly sour the work environment.
3. A Real-Life Example of Building Trust
During the final certification phase of an aircraft, I had to present daily updates on progress and planned actions. Was this a sign of lost trust from leadership?
When you’re on the critical path of a major program, one that defines your company’s future, and every delay can impact the timeline, everyone wants to know if things are moving forward. AND THAT’S HUMAN!
Imagine a loved one undergoing a series of complex, risky medical treatments, would you accept not having continuous updates? Of course, not
The questions were about progress and obstacles, not about second-guessing decisions. That’s the key difference between micromanagement, where every micro-decision is scrutinized, and the legitimate need for clarity to reassure stakeholders and enable timely decisions.
That period strengthened the organization’s trust in our group. It was through adversity that organizational trust grew.
In that context, my role as a manager was to balance the need for oversight with the imperative to preserve trust.
4. A Real-Life Example of Damaged Trust
Having lived through those intense periods, I later found myself in other roles where I forgot to explain both sides, the needs of others, and that led to misunderstandings.
As a manager, you must clearly communicate your intentions and what you’re trying to achieve. Your words and actions must remain consistent, even under stress or uncertainty.
To do that, you need self-awareness and the ability to maintain coherence.
5. The Management Dilemma: Control or Trust?
If trust is the foundation of every professional relationship, it’s severely tested in times of change, uncertainty, or remote work.
Not seeing colleagues in action removes subtle signals that used to build trust.
So how do you maintain this invisible bond when familiar cues disappear?
How do you adapt your managerial posture to build lasting trust, even without physical presence?
When trust is lacking, suspicion creeps in. And with suspicion comes the reflex to increase control, without explaining why: tracking hours, checking quality, monitoring communications.
Once suspicion sets in, a “wall” rises, calling into question honesty and integrity.
This climate of doubt can quickly harm everyone’s mental health. It becomes a negative spiral.
Suspicion = intervention required = courage.
Your practice must adapt to this new normal, a blend of remote and in-person work.
And every moment spent together physically must be optimized to strengthen bonds between people and teams.
6. Practical Tips for Building Trust
- Clarify your intentions: Explain why you’re asking for updates or information. Transparency prevents misunderstandings.
- Be consistent: Your actions and communication must stay aligned, even under pressure.
- Encourage feedback: Hold regular meetings where everyone can speak freely.
- Promote fairness and support: Show that trust flows in all directions, and that people can count on you.
Call to Action
And you, how do you build trust within your team?
What concrete steps can you take today to strengthen this invisible bond?
Two Readings for a Broader Perspective
From Trust to Results: A Practical Guide to Team Cohesion
Trust: The Journey of a Word That Cannot Be Decreed (site in French)
🛠️ Three simple actions to build trust within a team
Clarify your intentions:
Explain why you’re asking for information or follow‑ups. Transparency prevents misunderstandings.
Be consistent:
Your actions and communication must remain aligned, even during periods of stress or uncertainty.
Encourage feedback:
Organize regular meetings where everyone can speak freely.
👉 These three simple actions strengthen your leadership posture and unlock your potential.
Coaching or Mentoring: Your Choice, Your Growth
I’m Franck Dervault, drawing on years of professional experience and now advancing toward certification as a coach. I offer two distinct paths:
- Coaching to help you unlock your own potential through reflection, presence, and guided discovery.
- Mentoring to share lessons, strategies, and insights from my career so you can navigate challenges with confidence.
Whichever path you choose, my goal is the same: to help you realize that you are wiser than you think, with immense potential waiting to be unlocked.
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