The Power of Trust in Effective Leadership.

Throughout the years, I have benefitted from and observed firsthand the power that leading with trust can have for both the individual and the team’s impact on their company’s results. I have also seen the alternative, and the contrast was stunning.

I hope my story helps others think about the role of trust in their own leadership style and how to get the most from work.

Years ago, I was a Junior Quality Assurance Engineer working inside a bustling software development company. I was one of many and found it hard to imagine how I would stand out from the crowd. I was a hard working tester that liked to be diligent at work, always striving to deliver the best quality for the products and services I worked on.

My commitment caught the attention of one of the senior managers in the team. He encouraged me to take responsibilities beyond my comfort zone and assigned critical projects to me. The confidence and trust he placed in me, fueled and inspired me, and I didn’t want to let him down. He guided me where I needed it, but the remarkable thing was how his trust urged me to accelerate my growth and strengthened my belief in myself. With his guidance and support, I was able to grow as a QA Engineer, and as a potential leader in the organization.

As my skills grew, so did my confidence. He always empowered me to lead testing efforts on new projects, and I did so with a blend of humility and assertiveness that won the respect of my colleagues. This is when I understood that true leadership was not about exerting authority, but about fostering collaboration, empathy, and open communication.

However, things took an unexpected turn when he announced he was leaving the company to pursue a new opportunity elsewhere. Everyone was shocked and saddened, especially me, who saw his departure as a significant loss. Days after he left, a new software manager stepped into his role.

He had a different leadership style, he was more reactive and preferred to make decisions based on his own perspectives. At that time, I felt the absence of the support, trust and mentorship I had enjoyed under my previous manager. My growth opportunities seemed to dwindle, and suddenly I was struggling to find my place in the new dynamics.

Feeling undervalued and uncertain, I faced the challenge of building trust and leadership in this changed environment. I knew that if I wanted to continue growing in this organization, I would have to prove myself to the new manager within the new team dynamic.

Despite the obstacles, we persisted. I sought feedback from colleagues, proactively took on additional responsibilities, and suggested improvements to testing processes. Gradually, the new manager began to notice my efforts and commitment to the team’s success.

As the new manager witnessed my leadership skills in action, he began to trust and involve me in decision-making. By this time, I had learned that even in challenging times, it was crucial to stay true to your own values and work smart to gain the trust of my team and superiors.

Over time, I not only rebuilt my confidence, but also earned the respect of my teammates and manager once again. I became a go-to person for QA expertise, and my opinions were valued in meetings. Despite the initial difficulties, I had succeeded in carving a path for myself and conquered in the face of change.

Reflecting on this journey, I understood the significance of trust and leadership in any team. Realizing that it was the support and belief of leaders like my previous manager that had empowered me to become a better professional. Now, as I stood strong despite the challenges posed by the new manager’s arrival, we resolved to be a source of support and inspiration for our colleagues and the team.

To new managers and leaders finding themselves in a similar situation, I would offer these tips:

• Recognize and build on individual strengths. Each team member has unique talents and potential. Uncover these strengths and provide opportunities for growth accordingly.
• Foster a culture of trust and open communication. Trust is the foundation of any successful team. Encourage open dialogue, listen to your team members’ ideas, and value their contributions.
• Empower your team. Give your team members the autonomy to make decisions and take ownership of their work. This empowerment will motivate them to excel and innovate.
• Be adaptable and empathetic. Change is inevitable, and different team members may respond to it differently. Understand their perspectives and support them in adapting to new circumstances.
• Lead by example (but don’t solve all issues on your own). Demonstrate the qualities you expect from your team. Be approachable, transparent, and willing to learn and grow alongside your colleagues. Acknowledge the efforts of your team and provide constructive feedback to help them improve further.

Final thought

Trust is a catalyst for effective leadership. A lot has been written about the differences between “leadership” and “management”. In my experience, leadership lifts up and management commands down. Remember a simple mantra: “No trust, no leadership” — a leader’s success lies in their ability to foster confidence and inspire their team to achieve things currently beyond their imagination. This approach increases the odds of innovation (generating leaps in value) and superior business results exponentially.