The Two Things High-Performing Teams Can’t Function Without

Building trust in teams: why honesty and connection are the keys to unlocking high performance

I’ve never been as nervous as the times when I, as a leader, had to show up for my teams during times when I missed the mark or during times of uncertainty. The times when I pushed myself to do what was right, instead of what felt like the safe and comfortable choice. But every time I chose to deliver hard feedback, adapt my tone to meet my team where they were, or show up in critical moments, even when I didn’t feel like it — it led to better results. Funny how that works, right? Those were the moments that built trust, even when they were uncomfortable.

When you think about high-performing teams, what comes to mind? Efficiency? Ambition? Results? While all those things are important, there’s something even more critical that allows these teams to operate at their best: trust.

After spending hundreds of hours working with high-performing leaders and teams, I’ve noticed that two traits consistently rise to the top: trust and honesty. Without these things, I’ve witnessed some of the most skilled teams crumble under pressure.

So, what does that even mean?

Let’s talk about why are trust and honesty so pivotal.

Why Trust Matters

Think about this for a moment: can you truly push yourself beyond your limits if you don’t trust the people around you?

Whether it’s a project deadline or a high-stakes presentation, trust is what gives your teams the freedom to perform at their highest potential. When you know that your team has your back, it’s easier to step outside your comfort zone and take risks.

And it goes both ways.

If your team doesn’t trust you as a leader, how likely are they to give their best effort or bring their ideas to the table? The answer: not very. In environments lacking trust, people tend to play it safe, avoid risks, and stick with the bare minimum. They’re less likely to push themselves or others when the outcome feels uncertain.

We’ve all seen signs of mistrust on teams, whether you recognized it or not at the time:

• It’s the raised eyebrow during a meeting.

• The small delays in response time, because team members start second guessing how their emails will be received.

• The ‘Oh, I thought you were handling that’ moments, instead of addressing it directly like you would in an environment where you’re safe to admit and own miscommunications and missteps.

• The subtle gatekeeping, where suddenly key information isn’t shared as freely. The territorialism over projects, and the quiet secrecy that creeps in when people shift their focus to protecting themselves.

You get my drift.

For high-performing teams, the stakes are often high. That’s why trust is more than a nice-to-have — it’s a must-have.

Honesty Builds Trust

While trust is the foundation, honesty is the glue that holds everything together. High-performing leaders know this, and they spend significant time cultivating open, honest communication within their teams.

But what does that look like in practice?

Trust isn’t about just nodding along and hoping for the best. Trust isn’t about saying yes to everything — it’s about being real, being authentic. If your team sees you dodging the tough conversations, they’ll follow your lead. And trust me, you do not want to set that example.

Tip for Building Trust on Your Team

Here are some of the most effective behaviors I’ve seen on the most successful teams I’ve worked with:

1. Having direct conversations about issues without focusing on blame.
   When challenges arise, high-performing teams don’t waste time pointing fingers. Instead, they focus on addressing issues head-on. They engage in direct, solution-oriented conversations that prioritize fixing problems over assigning blame.

   1. Pro-tip: Instead of looking for who “messed up”, they leverage tools like blameless post-mortems and form tiger teams to address the issues as a unit.

2. Recognizing both small and big wins.
   It’s easy to celebrate major milestones, but high-performing teams make it a point to acknowledge the smaller victories too. Why? Because those small wins build momentum and reinforce a culture of trust and encouragement.

3. Creating safe spaces for teams to share their input.
   Leaders of high-performing teams know that great ideas can come from anyone. They create environments where every team member feels safe to contribute, no matter their title or level of experience. These leaders actively seek feedback and new ideas, ensuring that everyone has a voice. These leaders also take constructive feedback from all levels too — there’s no ego.

4. Taking action when critical feedback is shared.
   Trust isn’t just about being heard — it’s about seeing action. When team members offer critical feedback, high-performing leaders don’t just listen; they act. Whether it’s implementing a new process or adjusting a strategy, they show that feedback isn’t falling on deaf ears.

5. Holding themselves to the same high standards they set for their teams.
   Teams notice when leaders play by different rules. High-performing leaders hold themselves to the same, if not higher, standards that they expect from their teams. By modeling accountability and transparency, they reinforce a culture where everyone is held responsible for delivering their best work.

   1. So…we’ve all had that boss who seems to be playing a different game than the rest of us, right? Lol. Where we thought everyone was on the same page, but it felt like they were reading an entirely different book? And….things just didn’t go well.

Leaders who invest in trust see better results across the board: higher engagement, stronger performance, and a willingness from their teams to go above and beyond what’s expected.

The result? High-performing teams achieve the kind of results others can only dream of. They move faster, push harder, and get more done — not because they’re working longer hours, but because they’re working together in an environment of mutual trust and respect.

How Are You Instilling Trust in Your Team?

Here’s the part where I’m going to ask you to reflect :)

I’d recommend reflecting on a few table stakes questions. Aim to think these through on a regular basis:

• How are you investing in trust within your own team?

• Are you creating a culture where trust and honesty are prioritized?

• Are you having direct conversations, celebrating wins, and holding yourself to the same standards you expect from your team?

If you want to go deep (which you absolutely should). Push yourself outside of your comfort zone by asking yourself this one question:

• What uncomfortable conversation have I been avoiding because I’m afraid of the outcome?

Trust isn’t built overnight, but with each honest conversation, intentional action step, and the recognition of small wins, you’ll start to see that trust-building is an investment that continues to pay off.

If you want your team to perform at the highest levels, start by building a foundation of trust and honesty.

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Ready to Build a High-Performing Team?

Trust and honest communication are the foundations of any successful team. If you're looking to strengthen these elements within your team, I’ve put together a free, actionable toolkit to help you get started. Inside, you'll find communication templates, icebreakers, and practical strategies to foster trust and boost team performance.

I developed my Trust-Building for Managers Guide to help people leaders like you create more connected, high-performing teams. I developed it based off of my own personal experiences and the work I’ve done in coaching high-performing teams.