As a leader, one of the hardest things I’ve dealt with is making sure my team follows the rules, not because they are scared of getting in trouble, but because they understand why the rules matter and care about them. When I first started leading, I felt frustrated when people didn’t follow the rules or ignored them. I wanted to watch over everything closely and control every little thing.

But after some time, I learned something important: Trust isn’t about watching people all the time or controlling everything. It’s about making a place where people feel important, listened to, and able to make choices. Trust grows when people have good relationships, talk clearly, and take responsibility together, not when they are scared or forced.

Here’s what I’ve learned from leading teams and building trust that lasts.

1. Be Transparent: Share the “Why,” Not Just the What

Sometimes, people break rules because they don’t know why the rules exist. If we only tell them what to do, without explaining the reason, the rules can feel pointless. But when they understand why a rule matters, they’re more likely to follow it and care about it.

I always try to explain why we make decisions and have certain rules. When people know the reasons, they can see how their work helps the whole team and company. When they understand the purpose, they naturally follow the rules better.

I always explain why a safety rule is important. I tell my team how it keeps them safe and helps make the workplace better. When they see how it helps them, they’re more willing to follow it and take it seriously.

Being open means telling the truth about problems and things we don’t fully know. Sharing updates about the company, changes, or projects helps everyone stay informed and stops false stories from spreading. It helps everyone talk openly and builds more trust.

2. Own Up, Always: Model Accountability and Vulnerability

Trust goes both ways. To build trust, I must act the way I want my team to act. So I admit my mistakes, speak up when I’m unsure, and show I don’t have all the answers. This honesty helps others feel safe, take responsibility, and trust me more.

Leaders who admit their mistakes seem more real and relatable. This makes the team comfortable to share their own errors. When people aren’t scared of blame, they focus on learning and helping one another grow.This kind of responsibility builds respect. It shows the team that it’s okay to make mistakes, but not okay to hide them. Because of this, people take charge of their mistakes and know that trust comes from being honest and doing the right thing.

3. Give Support Over Control: Give Space for Ownership

One important thing I’ve learned is that people do their best work when they feel in control, not when someone watches over their every move.

Controlling everything might seem helpful, but it stops people from being creative. They stop trying new things. Now, I give my team the freedom to make choices and handle problems in their own way. It helps them learn, grow, and enjoy their work more.

This way of working means I clearly explain what needs to be done, but I trust people to decide how to do it. I’ve seen great ideas and growth when team members have control over their projects and feel responsible for the results.

Giving people power also means giving them help and tools, not just freedom. It’s about guiding them, but also letting them work on their own. When people feel helped but not bossed around, they do even better than expected.

The Result? A Team That Trusts and Believes in Each Other

When leaders are honest, take responsibility, and give support, the team works better and trusts each other. Rules start to feel important, not just something to ignore. People try their best because they feel important and care about the team’s success.

You can’t force people to trust you have to earn it by what you do every day. Trust grows when you lead with kindness, honesty, and respect.

How Do You Cultivate Trust in Your Team?

Trust grows differently in every team. Leaders use different ways based on what their team needs. How do you build trust with your team? I’d love to learn from your experience.

• What have you done to make your team trust one another?
• How do you handle it when rules are not followed?
• Has your leadership style changed to help your team trust you more?

Trust grows when leaders stop controlling and start supporting. Instead of just giving rules, explain why they’re important. Be honest, own your mistakes, and believe in your team. That way, everyone feels confident, works hard, and supports each other.

Trust takes time and effort, but it makes a big difference. Teams that trust each other care more, help one another, and work toward the same goal.

I’d love to know your thoughts:

What’s one thing you’ve done as a leader (or seen a good leader do) that helped turn a rule into something the team really cared about?