How to build trust during transformations

Trust and confidence are the bedrock of success in business change or transformation. Navigating uncertainty requires leaders to communicate with clarity, consistency, and empathy. Transparency is not just a value—it’s a strategy. Acknowledge your team’s challenges, but also share a vision of how these changes align with a bigger purpose. This honesty fosters a culture where employees feel involved and valued rather than sidelined by shifts in strategy.

Equally important is leading by example. Actions speak volumes during transformation. If you’re asking your team to adapt to new systems or processes, ensure they see you embracing the same changes enthusiastically and resiliently. People naturally trust leaders who embody the behaviours they expect from others.

For instance, imagine a company transitioning to a remote-first work model. A leader might host regular open forums to build trust during this shift, where employees can voice concerns and suggestions. By listening actively and acting on feedback, the leader demonstrates empathy and proves that they value the team’s input. The leader may share their journey of adapting to remote work, complete with its challenges. This vulnerability helps employees relate on a human level and strengthens the collective resolve to succeed together.

As the dust settles on the change, trust and confidence become the foundation for long-term growth, turning what might have been a period of uncertainty into one of opportunity. Remember, people may forget what you said or did, but they’ll never forget how you made them feel—even amid transformation.