If you're reading this, there's a good chance something happened.

You made a call that didn't land well.

You missed a deadline or failed to follow through.

Maybe it was a blind spot you didn't see coming—or a decision you knew was risky but didn't fully explain.

Whatever the case, you're facing the aftermath.

And you're asking yourself:

How do I fix this?
Is it even possible to rebuild trust?
What happens if I don't?

Here's what I'll tell you after decades in leadership:

Yes, trust can be rebuilt.

But it won't happen through a polished apology or one great team meeting.

It takes ownership, consistency, and a genuine shift in how you lead.

What Happens If You Don't Rebuild Trust

Trust is the foundation of any high-performing team. And when it's cracked or broken, here's what rushes in to fill the gap:

Silence replaces collaboration.
Caution replaces innovation.
Morale drops. Turnover climbs.
And the most dangerous shift? People stop telling you the truth.

You'll find yourself surrounded by surface-level agreement and behind-the-scenes disengagement.

Your best people?

They won't cause drama—they'll just quietly check out. And then they'll leave.

And here's something every leader needs to know:

It typically takes 7 to 10 meaningful interactions to build trust with another adult.

But it can take just one moment of misalignment or one broken promise to destroy it.

Let that land. One careless decision or lack of follow-through can erase months of effort.

And rebuilding that trust? It can take three to five times longer than it took to earn in the first place.

That's why every interaction matters. Every choice is a vote for or against trust.

You don't need a new team.

You need a new approach to leadership—one that repairs the breach and re-centers your team around a shared vision.

"We all make mistakes. The accountability is what helps shift the energy from blame to rebuilding trust and finding solutions." — Andrew Thomas

How to Restore Trust (Even After It's Been Broken)

These aren't theories from a textbook. These are the same steps I've used with leaders—CEOs, COOs, senior execs—who had to rebuild what they broke and come out stronger on the other side.

1. Acknowledge the Breach

You can't rebuild what you won't own. Start by naming it—clearly and directly.

"I know a decision I made—or didn't make—impacted trust on this team. I'm here to take responsibility."

You'll be surprised how much weight is lifted just by facing it head-on.

Your team doesn't expect perfection—they expect honesty.

2. Apologize with Sincerity

Not performatively. Not because you're supposed to. But because you understand the impact of your actions.

A powerful apology includes:

A clear acknowledgment of what happened
Personal responsibility (no deflecting)
A visible commitment to do better

"I made a mistake. I see how it affected this team. I'm committed to making it right."

That one sentence can start a healing process—if it's backed by consistent action.

3. Communicate Transparently

Now is not the time for half-truths or carefully curated updates. Let people in.

Talk about what's changing, why it's changing, and what they can expect going forward.

Transparency isn't optional when rebuilding trust—it's essential.

4. Show Consistency

This is where trust gets rebuilt—or lost again.

You can't just say the right things—you have to keep showing up the same way, day after day.

Start small:

Keep the meeting you said you would.
Follow up when you promised.
Follow through on small asks—quickly.

Brick by brick, moment by moment, you earn trust back with reliability.

5. Listen and Ask for Feedback

Ask your team:

"What would help rebuild trust for you?"

Then pause. Listen. And don't argue.

You might not like what you hear—but it's the feedback you need to move forward.

Pro tip: Pick one piece of feedback and implement it immediately.

That one act of responsiveness can shift the entire dynamic.

6. Set Clear Expectations

When trust is low, ambiguity feels threatening.

Clarity, on the other hand, creates safety.

Define what success looks like—for you, your team, and the business.

When people know the rules of the game, they stop tiptoeing and start contributing.

7. Give Trust to Get Trust

Trust is reciprocal.

If you want your team to trust you again, you have to start by trusting them.

That means:

Delegating with confidence
Letting go of unnecessary control
Empowering them to make decisions

People rise to the level of belief you place in them.

8. Keep Small Promises

Don't try to fix everything at once. Instead, build momentum by delivering on small commitments—consistently.

When people see you doing what you said you'd do, even in the small things, their confidence begins to return.

9. Recognize Progress

Acknowledge the effort your team is making—and your own.

Celebrate small wins. Highlight growth.

Trust repair is not a single event—it's a series of steps. Let people see that it's working.

10. Rebuild the Relationship

This goes deeper than performance—it's about connection.

If you want your team to re-engage, they have to feel seen and valued.

Make space for human connection:

Ask personal questions
Check in beyond the work
Show up as a real person—not just a role

Trust doesn't live in process. It lives in people.

5 Things to Do This Week

Want to get started now? Here's how:

Have the conversation. Acknowledge the issue—don't delay it.
Share your plan. Be transparent about how you're rebuilding trust.
Ask what they need. Then implement one piece of feedback immediately.
Make three small promises. And deliver on every single one.
Recognize effort. Publicly or privately—just don't let it go unnoticed.

Rebuilding Trust Starts with the 4 Pillars

If you want to restore trust—and sustain it—you need a system that reinforces it every day. That's where my 4 Pillars of Empowered Leadership come in:

1. Trust and Autonomy

You can't build a high-performing team if you don't believe in them. Trust first—then lead.

2. Communication and Transparency

Say what needs to be said. Share the why, the what, and the how.

Trust grows when people feel informed and involved.

3. Growth and Innovation

Trust is built in environments where people feel safe to try, stretch, and fail forward.

Celebrate effort. Encourage learning.

4. Systems of Accountability

This is the structure behind the trust.

Clear expectations, aligned goals, and consistent follow-up create safety and momentum.

These four pillars aren't abstract theory. They're the same framework I've used with leaders and teams across industries to rebuild trust and drive real results.

Final Word: You're Not Alone

If you're facing a trust breakdown, let me say this clearly:

You're not broken.

You're learning. You're growing. You're leading.

The best leaders I know have made big mistakes.

What separates them is what they did afterward.

They didn't disappear.

They didn't deflect.

They showed up differently.

So can you.

That's how you lead with confidence.

DOLAND WHITE

PLAYBOOK: How to Repair the Break and Rebuild Team Momentum