How to Build Trust: 5 Practical Steps for New Leaders

Trust used to be a given in leadership—a byproduct of authority and time. But in 2025, it’s a rare currency. Technology has accelerated skepticism: remote work blurs connections, AI-driven decisions spark doubts (How AI Is Transforming Leadership in 2025), and a global workforce questions everything from motives to metrics.

Gallup’s 2024 data shows only 23% of employees strongly trust their leaders—a stark drop from a decade ago. Yet, here’s the kicker: teams with high trust are 50% more productive. At Leadership Foundry 360, we’ve seen trust turn average groups into powerhouses. It’s not just nice to have—it’s the backbone of success. Let’s break down why trust matters now and how you can build it, step by step.

Why Trust Is the Leadership Linchpin

Start with the context. Today’s teams operate in a skeptical age. Remote setups mean fewer face-to-face moments, and AI tools can feel impersonal—leaving people wondering, “Who’s really in charge?” Add a younger workforce that values transparency over hierarchy, and the old command-and-control model crumbles. Without trust, collaboration stalls, innovation slows, and turnover spikes.

The evidence backs this up. A 2024 PwC study found that organizations with strong trust cultures see 2.5 times higher engagement. Why? Trust isn’t just about liking your leader—it’s about believing they’ll deliver clarity, fairness, and support. When that’s missing, skepticism festers. But when it’s present, teams move faster and take smarter risks.

Trust in Action: Anne Wojcicki at 23andMe

Consider Anne Wojcicki, CEO of 23andMe. In 2023, the genomics company faced a crisis—data privacy scandals and a sinking stock price threatened its future. Wojcicki didn’t double down on control; she rebuilt trust. She held open forums with employees, shared raw financials, and invited input on strategy. By 2025, her transparency has steadied the ship—employee retention climbed 25%, and a new product line gained traction (Fast Company). Her takeaway? Trust isn’t imposed—it’s cultivated through candor and action.

Trust in Action: Satya Nadella’s Microsoft Revival

Look at Satya Nadella for proof. When he became Microsoft’s CEO in 2014, the company was a mess—low morale, siloed teams, and a reputation for cutthroat competition. Trust was near zero. Nadella didn’t lean on his title; he rebuilt faith through action. He shared his vision openly, listened to employees, and shifted the culture from “know-it-all” to “learn-it-all.” By 2025, Microsoft’s trust turnaround has driven a $3 trillion valuation, with employee engagement up 30% (Forbes). His lesson? Trust isn’t handed over—it’s earned.

How to Build Trust: 5 Practical Steps

You don’t need a corner office to foster trust—it’s about how you show up. Here’s how to make it happen, grounded in logic and ready to apply:

1. Be the Reliable Anchor

Context: Skepticism thrives on inconsistency. Teams need a leader they can count on.
How to Do It:

• Deliver on promises—big or small. If you say you’ll follow up, do it.

• Set clear expectations and stick to them.

• Show up steady, especially in chaos (Mastering Change Management).

2. Lead with Transparency

Context: People fear what they can’t see. Hidden agendas breed doubt.
How to Do It:

• Share the “why” behind decisions—strategy, not just orders.

• Admit when you don’t know; it’s more credible than faking it.

• Post updates on Slack or email—keep everyone in the loop.

3. Listen Like It Matters

Context: Trust flows two ways. If people feel unheard, they disengage.
How to Do It:

• Ask for input in meetings—then act on it where you can.

• Hold one-on-ones with no agenda, just to hear what’s real.

• Reflect back what you’ve heard so they know it lands.

4. Own the Tough Stuff

Context: Mistakes happen—hiding them erodes faith.
How to Do It:

• Take accountability when things go sideways; no blame games.

• Share a lesson from your own misstep—vulnerability builds bridges (5 Ways Vulnerability Elevates Leadership Now).

• Fix it fast and communicate how.

5. Invest in Their Wins

Context: Trust grows when people feel valued, not used.
How to Do It:

• Celebrate team successes—call out who made it happen.

• Offer guidance, not control—mentor informally.

• Tie their goals to the big picture; show them they matter.

The Trust Payoff

Here’s the logic: trust isn’t fluffy—it’s functional. Teams that trust their leader tackle challenges with confidence, not caution. They share ideas freely, knowing they won’t be shot down. And in a skeptical age, that’s gold—PwC notes trusted firms retain talent 40% better. Nadella’s Microsoft didn’t just recover; it redefined tech leadership. You can too.

Your Trust Move

Titles don’t build trust—actions do. In 2025, skepticism is loud, but your influence can be louder. Start with one step: be reliable, transparent, or just listen. See the full strategy in our latest at Leadership Foundry 360: The Trust Factor: Building Stronger Teams in a Skeptical Age.

How do you earn trust? Drop your take below—I’m listening.