The High Cost of Low Trust–And How Intentional Leaders Can Build It

In my second teaching position, I struggled for four years in a building of low trust. It cost me peace. It cost me energy. And it was costing me my health. I knew I had to walk away when, during my first pregnancy, my blood pressure unexpectedly dropped in the seventh month. My doctor was puzzled, noting that blood pressure usually rises during pregnancy. I simply told her, “I know why it dropped. School is out.” My daughter was born in August, giving me a summer to relax and begin to restore what months of mistrust and fractured work relationships had taken from me. I decided not to return.

Last week, on a walk, I reflected on how my current organization remains close. (Even despite differing political perspectives!) The bottom line struck me: I trust my team. And as global trust expert David Horsager says, trust—not money—is the true currency of business and life.

As we examine how trust impacts the “black eyes” that teams and organizations inevitably experience, we ask ourselves: How can leaders best build and restore trust?

Horsager defines trust as “a confident belief in someone or something”—trust that they will do what is right, deliver on promises, and remain consistent in every situation. However, trust requires constant intention; it can take years to build and only moments to destroy. Here are five common ways trust breaks down:

• Gossiping

• Complaining

• Breaking promises

• Missing deadlines

• Lacking a clear mission or vision

On my team now, we’ve faced losses and failures, yet we still look each other in the eyes and collaborate for the greater good. We’re safe to be ourselves. We share the value of growth and share a history of growing together. Our shared mission rises above any impulse for self-protection or self-promotion.

In today’s world, this is a breath of fresh air.

My favorite principal I worked with coincidentally was in the same district where I struggled. His consistency, integrity, and commitment to doing what’s right for all made a lasting impact on me. It showed me that trust sets the tone for confidence in leadership, whether I realize it at the time or not.

How can we help bridge the chasms of mistrust within our teams? How can we extend this effort across our nation and the world?

Horsager offers some starting points:

• See people as individuals, not stereotypes.

• Respect cultural customs and emotions, fostering openness instead of skepticism.

• Own your mistakes. When you break trust, take responsibility and make amends.

• Let go of grudges to create space for forgiveness.

• If apologies are unaccepted, keep knowing you’ve done your part and move forward.

Building and restoring trust—in our workplaces and beyond—is within reach if we work together. Horsager emphasizes starting with basics:

Get face-to-face. Step out from behind screens, look people in the eyes, and craft a shared mission, vision, and values to foster a safer, more inclusive community culture.

Reach out. Identify areas in your life that could benefit from more trust and connection. Think of places like your child’s school, a local gym, or volunteer opportunities.

If your organization lacks trust, that’s your biggest expense. It’s draining resources, and if you’re not measuring trust, you’re missing a key metric for success.

Trust is priceless, and it’s worth everything within your power to build or restore it.

Horsager, D. (2012). The trust edge: How top leaders gain faster results, deeper relationships, and a stronger bottom line. Free Press.