The Trust Crisis is Real—and it’s Costing You. Tension is everywhere. Everyone is careful and afraid to speak out. Trust isn’t just low in today’s chaotic world; it’s evaporating. And without it, even your best strategies fall flat. Here is what to think about moving forward.
Dear Dr. Sylvia,
I just resigned from a company that has a 2.1 rating on Glassdoor.
My colleague who also quit wrote about our former CEO, stating he is “a child boss with the emotional intelligence of an infant in the body of a thirty-four-year-old.”
That about sums it up.
Most importantly, while I love to work and I am good at marketing, I want a job with more trust and less skepticism.
I would appreciate your thoughts.
Signed,
Hoping for More
How to Rebuild Trust at Work
Dear Hoping for More,
As I look at all the stats about building trust at work and business resilience, I see so much that needs attention, regardless of the industry.
Here are the basics:
Above all, employees are burned out. Teams are disconnected. Customers are skeptical.
In this high-speed, high-stakes business climate, the question is no longer “How do we grow?” but “How do we stay grounded long enough to grow?”
What’s Going On With Workplace Chaos
We’re heading into a perfect storm:
- AI is reshaping how people work and whether they feel valued.
- Generational divides are widening.
- Stress is invisible, but it’s showing up as missed deadlines, office gossip, and resignation letters.
- Leadership styles that worked in the past now feel tone-deaf or tyrannical.
Here’s the truth:
Ultimately, you can’t control your way out of chaos. You have to lead with courage.
The CEO Who Stopped “Faking It”
Let me tell you about Jordan, the CEO of a fast-growing beauty supply company.
His team respected his brilliance, but they didn’t trust him. Why?
Because when problems hit with missed projections, layoffs, and tech bugs, he defaulted to command-and-control.
He’d get defensive. Then he would sugarcoat. Finally, he’d shut people down in meetings with a tight smile and say, “We’re fine. Let’s stay focused.”
But they weren’t fine. People were scared. Rumors flew. Engagement plummeted.
Jordan signed up for one of my online leadership programs. We dug into his family history and uncovered a hard truth:
As a child, he had learned to stay strong by staying silent. Vulnerability was weakness, and control was safety.
Once he saw that his childhood survival strategy was killing trust in his adult leadership, he made a shift.
It took some time for him to “finally get it.”
Eventually, just in time, at an all-hands meeting, he talked about “The Three C’s of Trust and Leadership.”
The Three C’s of Trust and Leadership
🔹 1. Clarity Over Comfort
Stop hiding behind jargon and half-truths. Be clear, even when it’s hard.
Jordan admitted that in the past, it was easier to deny the issues and run away to perceived safety than to tell the truth.
It is tough to “Tell the truth without spilling your guts.”
He underlined that “telling the truth is a high level form of disicpline and accountability.”
He pointed out three major questions each team needed to discuss:
- What’s the actual status of your team’s workload?
- What changes are coming?
- What support will be offered?
People can handle tough news. What they can’t handle is confusion.
🔹 2. Consistency Over Control
Trust is built in small, repeatable, not one grand gesture.
Yes, it took many months for the staff to decide they could depend on Jordan.
He was finally was able to say with a shrug, “Remember, that old joke, “Denial is more than a river in Egypt.”
In fact, he transformed the pattern of denier to one of a trust builder. Eventually, his executive team felt safe enough to go deeper into what was not working without fear of upsetting Jordan.
Emotionally Intelligent Leaders: “Say what you mean, and do what you say.”
- Show up the same way, whether things are good or messy.
- Stay curious instead of reactive.
- Be vulnerable and honest
Consistency creates psychological safety. That’s where innovation begins.
🔹 3. Connection Over Performance
Leaders often focus on productivity—but connection is what powers performance.
- Ask deeper questions in one-on-ones.
- Share stories of resilience.
- Acknowledge the emotional load people carry.
For example, Jordan learned how to keep his company from playing “The Gotcha Game.” They were now able to challenge thier boss to make sure he was clear and to confront each other when issues became cloudy.
They were able to “reverse the curse” of denial and pretending that had been at the core of the company before they were able to strive for psychological safety.
Your team doesn’t just need strategy. They need to know you see them.
Companies that invest in emotionally intelligent leadership and pattern-aware culture outperform those stuck in outdated control models. Why?
Because trust:
- Accelerates innovation
- Improves retention
- Boosts performance
- Lowers stress
- Creates a culture where people want to stay and grow
Ask Yourself:
Where am I leading from fear?
How can I be more transparent—even if it’s uncomfortable?
What patterns from my past might be blocking trust in the present?
Rebuild Trust Without Losing Authority
If you’re ready to shift from control to courage, let’s talk.
At Creative Energy Options, our Total Leadership Connections and Stress Mastery programs help you and your team uncover the hidden patterns that destroy trust—and replace them with behaviors that inspire loyalty and resilience.
Executive coaching
Online programs
Stress-reduction systems that work
Final Word: The Leader Who Builds Trust Wins
Trust isn’t built in the big moments.
It’s built into everyday actions, especially when chaos hits.
When leaders choose courage over control, clarity over comfort, and connection over fear,
they don’t just weather the storm.
They become the calm within it.
To your success,
Sylvia Lafair
PS. Want a copy of “The Gorcha Game” ebook. Please email me at Sylvia @ceoptions.com, and it’s yours.
