Picture a Wednesday morning, years back. Another urgent data review meeting and things were so tense. Everyone waiting for me—the one in charge—to have a plan.
For months, we’d been, as they say, ‘building the plane while flying it’. Thinking of it that way helped normalize how bananas it felt. But I was always in a low-grade panic from the pressure to have answers for even unsolvable things.
Instead of pretending I had the answer… I took a breath and said. “I honestly have no idea. But I know we can figure something out together.”
I didn’t solve a thing. But we all exhaled. And everyone came at it in a different way. Staying human sometimes earns you more trust than being able to fix everything fast. Keep listening for 3 ways to do it.
Why Ops Execs Lose Trust During Change
You’re expected to fix it when things go sideways. Know the unknowable and decide fast. That pressure wears you down. Makes it hard to trust your own gut. And that sends ripples out, your team feels it too.
I see this frequently in coaching. It’s less likely about your skills, more likely your connection. Your commitment to productivity and follow-through are rock solid. But that makes doubt feel dangerous. And doubt is everywhere.
Truth is, your team’s trust in you comes from your presence, not perfect answers. When your team feels safe bringing you messy stuff—that’s when you’ve got trust. It helps to be stocked up on your micro-currencies. Small, daily deposits that actually build trust.
3 Micro-Currencies That Build Real Credibility
Here’s what that looks like in real life:
First—stay steady. You don’t need charisma. Just show up consistently, day after day. And here’s the thing: taking care of yourself makes this possible. When you are rested, teams feel your calmness and reliability. That helps them feel safe.
Second—say what you’re going to do and do what you say. Yes, things are unpredictable. Your ability to match your actions to your words creates a solid space. And if you can’t, own it up front. That honesty earns trust faster than any late apology. People like to say ‘ask for forgiveness, not permission’ but that’s not always your best move when you’re tending to trust.
Third—model trust everywhere. Up to your boss. Down to your team. Sideways with peers. Like asking your direct report, ‘What would you do here?’ instead of just jumping in. Or when a peer drops the ball—not trash-talking to your reports or other peers, but being curious and forward-looking. When you extend confidence in others first, its gets mirrored back.
The Enneagram Hack for Team Trust
I sometimes use the Enneagram with teams. It’s a tool that shows why different people react differently under pressure: One goes into control mode, another works twice as hard to prove themselves, and another just goes quiet to keep the peace. When you can spot those patterns you can lead with awareness, not reaction, so everyone’s breathing easier together.
That’s what you’re there for, right? Not to just do it all, but to create safe, clear space for their strengths to emerge.
Here’s your question for the week: What’s one “I don’t know yet” moment you can create tomorrow?
One conversation or email. Showing them you’re human—and steady. To build up those daily deposits. So, give this a try, and see what happens.
And, if you’re feeling burned out by endless team conflicts, episode 97 gives you a tip for turning team tension into real competitive edge. It’s easier than you think. You’ll find it at yourfuturerealized.com/97.
Remember, you can’t stop the chaos, but you can change the game — and I’m always in your corner.