You're facing a team with high turnover in leadership roles. How can you rebuild trust effectively?

Anytime someone leaves an organization, there should be an exit interview that follows. Getting as much information on this matter as possible is always better than none. Having one on one sessions with your teams' individuals will better gauge the situation, because these individuals will feel more comfortable to speak their mind.

I once worked with a tech company facing this exact issue. The first thing we did? We listened. Really listened. As Maya Angelou said, "I've learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel." So, start by making your team feel heard. Then, let's talk consistency. Trust is built through repeated positive interactions over time. It's like watering a plant - you can't just dump a bucket of water on it once and expect it to thrive! Lastly, be patient. Trust isn't rebuilt overnight. But with authenticity and perseverance, you'll get there.

Understanding the depth of the impact is the first step in rebuilding trust. Go beyond surface-level fixes—initiate honest conversations with your team to uncover the real issues and emotions at play. By deeply listening and validating their concerns, you demonstrate genuine empathy and a commitment to addressing the core problems. This approach not only repairs trust but also lays a stronger foundation for a more connected and resilient team moving forward.

Embracing change is the first step toward effectively communicating with the team and guiding them through the transition. Providing clear explanations about the underlying reasons for the change and the expectations moving forward is crucial. Active listening to the team's concerns and perspectives is equally important.

To rebuild trust in a team with high turnover in leadership roles, start by fostering open communication and transparency. Acknowledge the challenges caused by turnover and actively listen to team members' concerns. Demonstrate consistency and reliability in your actions, following through on commitments to build credibility. Encourage collaboration and involve the team in decision-making to give them a sense of ownership and stability. Additionally, recognize and address any lingering issues from previous leadership, and focus on creating a positive and supportive work environment. Over time, these efforts will help rebuild trust and strengthen team cohesion.

Involving the team in the process of setting expectations is crucial. Co-creating goals and expectations can significantly increase buy-in and commitment. Use techniques like OKRs to align individual and team goals with organisational objectives. This collaborative approach clarifies expectations and empowers people, giving them a sense of ownership and control. As Edgar H. Schein notes, "Leadership is the ability to step outside the culture to start evolutionary change processes." By involving your team in setting expectations, you're initiating a cultural shift towards transparency and shared responsibility. So, regularly revisit and adjust these expectations, demonstrating flexibility and responsiveness to changing circumstances.

Communicating the vision for the future is a great way to set expectations. This helps the team feel reassured when things are changing, knowing they understand the direction you're going in as a company.

Setting expectations goes beyond clarity—it's about co-creating a shared vision with your team. Involve them in defining what success looks like under new leadership, ensuring that expectations are not only clear but mutually understood and agreed upon. This collaborative approach not only eliminates uncertainties but also empowers team members to take ownership of their roles within the vision, fostering a renewed sense of trust and collective purpose.

Setting expectations can build trust through consistency and clarity. Rebuilding trust after high leadership turnover requires more than just setting new expectations—it calls for a consistent and transparent approach to leadership. When teams experience frequent changes, uncertainty can erode morale and trust. By clearly communicating not only the expectations but also the rationale behind them, leaders can provide a sense of stability. Consistency in actions and decisions, aligned with the communicated vision, will help reinforce the message that this new chapter is about reliability and long-term commitment. Over time, this consistency will rebuild the team's confidence in their leadership, fostering a culture of trust and respect.

Expectation setting is a critical tool to creating psychological safety, which in turn is the cornerstone to trust. Even as you're going through a time of transition, you can get all your team members on the same page, with the uncertainty, the next steps, defined roles, and more. As you continue to reinforce the expectations you share, team members will slowly see that trust can be rebuilt and grow from there.

Consider implementing a structured communication framework. This could involve regular team meetings, one-on-ones, and updates on organisational changes. Consistency isn't just about actions; it's about predictability in how information flows and decisions are made. Create a 'rhythm of the business' that people can rely on, reducing uncertainty and anxiety. As Simon Sinek notes, "Consistency is more important than intensity." This applies to communication and decision-making processes, performance evaluations, and recognition practices. Establishing consistent routines and sticking to them creates a stable environment where trust can flourish. Remember, trust is built gradually through repeated, reliable interactions.

Establishing consistency is crucial, but let's not forget to inject some personality into it. I once worked with a leader who started every Monday meeting with a "win of the week" sharing session. It became a ritual the team looked forward to, and it helped build trust through consistent positive interaction.

Establishing consistency isn't just about routines—it's about creating a reliable and steady presence that team members can depend on. Beyond following policies, consistently align your actions with your words, showing that your leadership is grounded and trustworthy. By being a consistent anchor in times of change, you reduce uncertainty and help your team feel secure, allowing trust to naturally rebuild and strengthen over time.

Empowering participation goes beyond involvement—it's about fostering a culture where every team member feels their contributions genuinely shape the direction of the team. Encourage collective problem-solving and give your team the autonomy to make meaningful decisions. This deeper level of engagement not only rebuilds trust but also cultivates a sense of shared responsibility and pride in the team's success, reinforcing a more cohesive and motivated workforce.

Empowering participation is indeed a cornerstone of rebuilding trust, especially in teams facing leadership turnover - which is a major change. As leaders, we must listen not just to respond, but to truly understand the emotions and concerns driving our team's dynamics. This means creating a safe space for team members to express their fears and expectations. By co-creating solutions, we not only foster accountability but also transform the change process into a collective journey, where everyone feels valued. Remember, the impact of your leadership is magnified when you lead with self-awareness and invite others to share in the decision-making process. This approach cultivates a resilient culture ready to embrace change together.

Consider going beyond team-building activities by implementing a mentoring or buddy system. This can create deeper, more meaningful connections beyond occasional social events. Encourage cross-functional collaborations to break down silos and foster a sense of shared purpose. As Adam Grant suggests, "The mark of a great team is not the absence of conflict, but the ability to channel it productively." Use team diversity as a strength, encouraging different perspectives and creative problem-solving. Create opportunities for people to showcase their unique skills and knowledge, fostering mutual respect and appreciation. Strong connections are built on understanding and valuing each other's contributions to the larger organisational goals.

Fostering authentic connections within the team is crucial for rebuilding trust. Go beyond traditional team-building—create spaces for genuine interactions where team members can share their experiences and support each other. These deeper relationships not only enhance resilience during times of change but also build a foundation of mutual trust that extends naturally to leadership. A team that truly knows and trusts each other is far more united and ready to navigate challenges together.

Other ways to build team connections are through knowledge sharing and facilitating where each team member shares their perspective on various work-related or outside-work topics. It allows openness and fosters trust

Fostering interpersonal connections within a team is crucial for rebuilding trust, especially in environments marked by leadership turnover. Strong relationships not only enhance collaboration but also create a culture of psychological safety, where team members feel valued and heard. This supportive network empowers individuals to engage more openly with leadership, facilitating a smoother transition during changes. By prioritizing team-building activities, leaders can cultivate resilience and a shared sense of purpose, ultimately driving higher performance and satisfaction within the team. In essence, investing in relationships is a strategic move that pays dividends in trust and engagement.

Before taking major steps to remedy trust issues in your team, it’s crucial to gain clarity on the root causes across the company. However, no long-term solution will hold if high turnover in leadership persists. A vital step is working closely with the leadership team—building their commitment, engagement, and communication skills. Leadership must first be aligned and fully bought into the mission. Start with the leadership team, as their examples set the tone for the entire organisation, and then it’s time to start working on building up the trust that they can see is worthy.

Leading by example means modelling the behaviour you want others to follow. Don't ask your team for anything more than you already do daily. Walk your talk. Gently nudge those not meeting your expectations back on track by reminding them of your shared vision and goals. Catch people doing good and reward them in a way that resonates with them. Do they prefer praise in private, or are they motivated by pubic recognition? Above all repeat this each and every day and you will create the culture all of us crave to belong to. Where our skills are used and valued and we feel connected to our team members through achieving shared goals. Leadership is really the art of creating greatness is others - use your actions to show what that means for you.