As a high-performing entrepreneur, I always prided myself on pushing through anything. Long hours, tight deadlines, constant demands: I saw it all as part of the job. I built a couple of thriving businesses, including one of the largest facility management companies in the U.S. Northwest, raised children as a single mom and did everything “right.” Until one day, my body forced me to stop.

A sudden diagnosis of hemophagocytic lymphohistiocytosis (HLH), a rare and potentially fatal immune disorder, changed everything. I went from boardrooms to hospital beds, from conference calls to critical care. The timing could not have been worse, as it came just four months after launching my latest venture, Legacy Leader. It was the hardest leadership lesson I’ve ever had to learn: You cannot be a great leader if you abandon your own health.

Health was never the priority, until it had to be

As leaders, we often push our well-being to the back burner. We’re taught to be resilient, to show up no matter what. We wear our exhaustion like a badge of honor. But here’s the truth: Leadership doesn’t mean sacrificing yourself for the mission. It means feeling good enough to sustain it.

In the months leading up to my diagnosis, the signs were there, but I brushed them off. Persistent fatigue, trouble focusing and digestive issues that just wouldn’t go away. I chalked it up to stress or “just a busy season.” I kept telling myself, “I’ll rest after this project,” or “I just need to push through a little longer.” But HLH doesn’t wait. And it doesn’t care about your to-do list.

That diagnosis forced me into a new kind of leadership. One that required listening to my body, honoring my limits and choosing recovery over performance. And, more than that, it forced me to confront something deeper: I had attached so much of my identity to my ability to perform that I didn’t know who I was without the hustle.

You can’t be indispensable, and that’s a good thing

One of the first fears that hit me in the hospital was, “What happens to the company if I’m not there?” Like many business leaders, I had built something that, in some ways, depended too heavily on me. That fear taught me to embrace a new truth: The best leaders build organizations that thrive in their absence.

I began putting systems in place so my team could make decisions without me. We mapped out contingency plans. I trained team leads to run key meetings, gave them real authority and practiced letting go. What I discovered surprised me: The more I empowered others, the more confident and capable they became.

That experience showed me that delegation isn’t just efficient. It’s an act of trust. And trust is one of the most powerful currencies in leadership. Your legacy isn’t what happens while you’re in the room. It’s what happens when you’re not.

Don’t come back too soon

After the worst had passed, I wanted to jump back into work. That was my default setting: show strength, bounce back, don’t miss a beat. But this time, I paused. I realized that rushing back wouldn’t help my team. It would only model unsustainable behavior. So, I chose to rest. And, when I did come back, I chose to take breaks often.

That choice wasn’t easy. I wrestled with guilt, fear and the nagging belief that I was falling behind. But I came to understand something I wish I’d known earlier: True leadership isn’t about always being “on.” It’s about making smart decisions, even when they’re uncomfortable. And, sometimes, the smartest choice is to heal.

Taking care of myself wasn’t selfish. It was strategic. It allowed me to come back stronger, clearer and more connected to my purpose. It also gave my team permission to care for themselves too.

A few things I wish I’d known earlier

If you’re a business leader reading this, let me offer a few practical things I’ve learned the hard way:

• Treat your annual checkups like board meetings. Put them on the calendar and make them nonnegotiable.
• Document how your company runs. Train someone to take over core responsibilities in case you’re out unexpectedly.
• Schedule recovery time, not just vacation. Plan actual days where you unplug, whether it’s time outdoors, time offline or time with no obligations.
• Pay close attention to physical signals. That recurring headache or chest tightness isn’t just “background noise.” Get curious.
• Set limits with intention. Saying no to one project might allow you to say yes to your long-term health.
• Create a written plan, both for your absence and for your return. Make resilience part of how you build your business.

We can no longer afford to see health as something we address only when it breaks down. Prevention isn’t a luxury. It’s leadership.

The real ROI

HLH changed my life. It stripped away the illusion that I could keep going forever and replaced it with clarity, purpose and peace. Today, I lead differently. I live differently. And I share my story in the hopes that others won’t have to learn the hard way.

In my book, Your Way Back to Happy: How to Turn the Pain of Your Past Into a Future of Freedom, Purpose, and Peace, I write about how to reevaluate what success truly means and a new way to live with intention, peace and joy.

Don’t wait for a diagnosis to start leading differently. Your health isn’t a distraction from your goals. It’s the foundation that makes everything else possible.

Photo courtesy of Janelle Bruland

As we wrap another remarkable year at SUCCESS®, I’m elated to set the stage for our inaugural legacy-themed issue. You’re in for a real treat.

With so much change in the world and AI at our fingertips, I’m reminded more and more that my personal legacy is a complex compilation of pain to purpose and struggle to success—literally and metaphorically. I’m blessed to be here, but not without a lot of blood, sweat and tears over the years—as well as a multitude of hurdles that I’ve had to overcome on the work front and home front. Something I’m sure every solopreneur can relate to in some way. As a mother to two boys, it has recently become clear that my legacy is not about the amount of interviews I conduct with celebrities or the VIP events I attend, but rather the standards I set and the values I champion in all areas of my life.

Which brings me to why it’s important to leave something behind that truly matters. And I don’t just mean for our families—as in financially—but for the industries we dedicate our days to and the communities we help shape throughout our lives.

Being at the helm of a legacy brand like SUCCESS® is both an honor and a responsibility. Since 1897, this publication has stood as a guiding light for ambitious individuals committed to personal and professional growth. It’s humbling to walk in the footsteps of so many trailblazing leaders who came before me, and it’s energizing to think about what lies ahead.

For me, legacy isn’t just about accolades or achievements; it’s about opening doors for others. After 30 years in the publishing industry, I’ve learned that every story we choose to tell, every rising voice we amplify, becomes part of our shared legacy. As a traditionally trained journalist, author, editor and now leader at SUCCESS®, I’ve always believed in editorial integrity as the foundation for building trust—and building futures.

Building a Legacy That Outlasts Success

Over the years, I’ve made it a personal mission to create space for emerging talent.

From mentoring young reporters to launching internship programs that champion diversity and innovation, I believe that legacy is best lived by giving others a chance to shine. I’ve seen firsthand how powerful it can be when you empower someone to find their voice and share it with the world.

That’s why this issue is so important to me. As we highlight our coveted brand’s history on page 42 and speak to industry professionals like Russell Brunson about his own business reckonings, this issue is about more than reflection—it’s about action. Which leads me to ask: What are you building that will outlast you? Whether you’re growing a business, raising a family or mentoring the next generation of entrepreneurs, the legacy you create starts with intention.

Thank you once again for allowing us to be a part of your journey. As you flip through these pages, I hope you’re inspired to think bigger about the impact you want to leave behind.

With gratitude and purpose,

Kerrie Lee Brown

Editor-in-Chief

SUCCESS® magazine

Discover more by subscribing to SUCCESS+ to read the print issue in its entirety and so much more.

On this episode of A Productive Conversation, I sit down with Leslie Grandy, author of Creative Velocity: Propelling Breakthrough Ideas in the Age of Generative AI. Leslie is a global product executive turned CEO advisor who helps organizations unlock creative thinking to accelerate growth. Her decades of leadership at Apple, Amazon, Best Buy, and T-Mobile give her a unique perspective on how creativity, technology, and leadership intersect.

Our conversation explores why creativity isn’t limited to artists, how space and time fuel ideation, and what role emotional regulation plays in sustaining momentum. We also dig into how precision, AI, and frameworks can both hinder and propel breakthrough ideas. If you’ve ever doubted your own creativity—or wondered how to harness it consistently—you’ll want to hear this one.

---

Six Discussion Points

• Why many professionals mistakenly believe they aren’t creative—and how to reframe that thinking.
• The power of space—whether walking, running, or even showering—in activating creative flow.
• Precision as both a driver and deterrent of creative velocity, depending on how it’s applied.
• Emotional regulation and equanimity as essential tools for sustaining creativity without burnout.
• How to think about velocity beyond speed—focusing on predictability, quality, and intentional triggers.
• Using AI as a creative collaborator through structured frameworks to expand possibilities without chaos.

Three Connection Points

This conversation with Leslie reminded me that creativity isn’t an exclusive club—it’s a capacity we all share, provided we give ourselves the time, space, and intention to use it. Whether you’re leading a team, writing your next book, or simply looking to bring more meaning to your daily choices, Leslie’s insights on creative velocity offer a clear path forward.

Want to support the podcast? You can subscribe to the show and leave quick rating and review wherever you listen to podcasts. You can subscribe on Spotify and also on Apple Podcasts.

---

In everything from high-performing workplaces and healthy relationships, compassion isn’t a bonus; it’s a baseline. It’s what builds trust before strategy, creates space for honest conversations and turns stress into solidarity. Compassion lets people feel safe to take risks, admit mistakes and support each other without fear of judgment. When we lead with heart, we create an environment where people don’t just function, they thrive. The compassion quotes below illustrate this and more.

Every day gives us a new opportunity to be compassionate and kind. A quiet word, a thoughtful gesture, a moment of patience—these are a few ways compassion shows up in real life. It’s how we listen when someone’s struggling and how we speak to ourselves when we fall short. These quotes about compassion and empathy offer a gentle reminder: how we treat others (and ourselves) matters more than we often realize. 

Powerful Quotes About Kindness and Compassion  

Kindness and compassion go hand in hand—one is the action and the other is the intention behind it. Together, they form the foundation of meaningful relationships, strong communities and emotionally healthy workplaces. These phrases of compassion show how recognizing someone’s pain doesn’t require grand acts. In fact, simply listening without judgment, offering help without being asked and treating ourselves and others with gentleness all go a long way. 

• “The only way out of the labyrinth of suffering is to forgive.” ―John Green, Looking for Alaska
• “No one has ever become poor by giving.” ―Anne Frank, Diary of Anne Frank: The Play
• “Courage. Kindness. Friendship. Character. These are the qualities that define us as human beings, and propel us, on occasion, to greatness.” ―R.J. Palacio, Wonder
• “Finally, to save the world, you must have compassion. You must ache for the poor and disenfranchised. You must fear for the vulnerable.” —William McRaven
• “I would rather make mistakes in kindness and compassion than work miracles in unkindness and hardness.” ―Mother Teresa, A Gift for God: Prayers and Meditations
• “If a free society cannot help the many who are poor, it cannot save the few who are rich.” —John F. Kennedy
• “A kind gesture can reach a wound that only compassion can heal.” ―Steve Maraboli, Life, the Truth, and Being Free
• “If you want others to be happy, practice compassion. If you want to be happy, practice compassion.”―Dalai Lama XIV, The Art of Happiness: A Handbook for Living
• “Blessed are you who chooses to show up without judgment / with little gifts or small acts of practical help. / You know the gift of compassion.” —Kate Bowler
• “Listening is where love begins: listening to ourselves and then to our neighbors.” ―Fred Rogers, You Are Special: Words of Wisdom for All Ages from a Beloved Neighbor
• “If we are willing to stand fully in our own shoes and never give up on ourselves, then we will be able to put ourselves in the shoes of others and never give up on them.” ―Pema Chödrön, Start Where You Are: A Guide to Compassionate Living
• “Give freely to the world these gifts of love and compassion. Do not concern yourself with how much you receive in return, just know in your heart it will be returned.” ―Steve Maraboli, Life, the Truth, and Being Free
• “I refuse to believe that you cannot be both compassionate and strong.” —Jacinda Ardern

Related: 60+ Empathy Quotes to Inspire Understanding

Inspirational Quotes About Compassion to Foster Connection

Compassion is one of the most powerful tools we have for creating genuine connection, both in our personal lives and in the workplace. When we approach others with empathy and care, we break down barriers and foster trust, overcoming differences along the way. 

But compassion isn’t always easy. It can feel vulnerable, and over time, offering care without boundaries can lead to compassion fatigue. Still, when practiced mindfully, compassion can be the bridge that turns conflict into collaboration. These famous quotes about compassion can help us do just that. 

• “All I ever wanted was to reach out and touch another human being, not just with my hands but with my heart.” ―Tahereh Mafi, Shatter Me
• “Love and compassion are necessities, not luxuries. Without them, humanity cannot survive.” ―Dalai Lama XIV, The Art of Happiness
• “One man practicing kindness in the wilderness is worth all the temples this world pulls.” ―Jack Kerouac, The Dharma Bums
• “Compassionate leadership means seeing employees both as individuals and as important parts of your organization. Compassionate leaders relate to their employees on a deeper level. They want to understand their team’s needs and provide the support they need to do their jobs well.” —Tony Robbins
• “There’s a large body of scientific evidence that those who serve others live longer, happier and more purposeful lives.” —Cory Keyes
• “True compassion does not come from wanting to help out those less fortunate than ourselves but from realizing our kinship with all beings.” ―Pema Chodron, Start Where You Are: A Guide to Compassionate Living
• “I have no idea what’s awaiting me, or what will happen when this all ends. For the moment, I know this: there are sick people and they need curing.” ―Albert Camus, The Plague
• “Compassion is all-inclusive. Compassion knows no boundaries. Compassion comes with awareness, and awareness breaks all narrow territories.” ―Amit Ray, Nonviolence: The Transforming Power
• “A compassionate leader not only drives success but also fosters a positive and inclusive workplace culture.” —Edward DeAngelis

Related: What’s the Secret of the Best Places to Work? 

Compassion Quotes for Work to Create Strong Teams 

Strong teams aren’t built on strategy alone—they’re built on connection, trust and compassion. When team members feel seen, valued and supported, collaboration deepens and performance improves. Compassion in the workplace isn’t just a soft skill. It’s a powerful force that fosters resilience, loyalty and shared purpose. These inspirational quotes about compassion show how it can be the glue that holds high-performing teams together. 

• “I find the best way to love someone is not to change them, but instead, help them reveal the greatest version of themselves.” ―Steve Maraboli, Unapologetically You: Reflections on Life and the Human Experience
• “Everyone has to matter. Everyone deserves respect and our effort to understand them and help them achieve whatever well‑being is possible for them.” —Atul Gawande
• “The small moments that may seem trivial… matter – more than you may realize…. Just 40 seconds of compassion can lower anxiety and create connection.” —Michael Kerr
• “[T]hough mindfulness and selflessness and compassion may sound slightly fluffy or weird, it’s really about having that ability to check in with what matters to human beings, whether they’re employees or leaders or children.” —Rasmus Hougaard
• “If one person forgives another person today, it makes two people’s lives easier! If you come from a place of forgiveness. It’s just more love for you!” —Gary Vaynerchuk
• “Try to put yourself in someone else’s shoes. Try to feel what they feel. Try to hurt like they hurt. Have sympathy and compassion.” —Jim Rohn
• “Communicating with clarity, purpose, passion, and honesty will enable you to serve others in a profound way.” —Janice Bryant Howroyd
• “A compassionate leader builds trust and encourages and welcomes their employees to bring their whole selves to work, flaws and all. Employees are less stressed and more committed to getting their work done faster and with fewer mistakes.” —Heidi Lynne Kurtner
• “We are all different. Don’t judge, understand instead.” ―Roy T. Bennett, The Light in the Heart
• “Compassion is what makes us human, keeps us on track, and brings us back together when we’ve lost our way.” ―Nate Regier, Compassionate Accountability: How Leaders Build Connection and Get Results
• “If you’re asking how to create a more empathetic workplace, you’re already way ahead of everybody else.” —Daniel Lubetzky

Related: Why a Compassionate Leader Gets Results

Self-Compassion Quotes to Help You Be Your Best 

In a culture that often celebrates relentless productivity and self-criticism as virtues, self-compassion can feel like a radical act. But as these mindful self-compassion quotes remind us, caring for ourselves is not indulgent; it’s essential. True compassion starts within by acknowledging our struggles without judgment. It means speaking to ourselves with kindness and choosing gentleness over shame.

• “If your compassion does not include yourself, it is incomplete.” ―Jack Kornfield, Buddha’s Little Instruction Book
• “And it’s really hard to be truly kind. To have kind thoughts towards yourself, or towards someone you don’t agree with. But it’s the Seed, that will grow into action, if you nurture it.” —Sandra Oh
• “Self-compassion simply involves… giving yourself the same compassion you’d naturally show a friend when you’re struggling or feeling badly about yourself.… Instead of just ignoring your pain with a “stiff upper lip” mentality or getting carried away by your negative thoughts and emotions, you stop to tell yourself ‘this is really difficult right now, how can I comfort and care for myself in this moment?’” —Kristin Neff
• “If you want others to be happy, practice compassion. If you want to be happy, practice compassion.” ―Dalai Lama XIV, The Art of Happiness
• “The choice to care for one’s self is non-negotiable when we experience burnout because otherwise we will just keep going in the way it’s going and then nobody is going to be happy.” —Chris Germer
• “The only thing that was ever wrong with me was my belief that there was something wrong with me. I quit spending my life trying to control myself and began to trust myself. We only control what we don’t trust. We can either control ourselves or love ourselves, but we can’t do both. Love is the opposite of control. Love demands trust.” ―Glennon Doyle, Untamed
• “Compassion is not a relationship between the healer and the wounded. It’s a relationship between equals. Only when we know our own darkness well can we be present with the darkness of others. Compassion becomes real when we recognize our shared humanity.” ―Pema Chödrön, The Places That Scare You: A Guide to Fearlessness in Difficult Times
• “[C]ompassion can be practiced on ourselves where we each day try to reinforce, ‘How am I valuable? How am I capable and how am I responsible for me every day?’ That way, we can be that anchor in the storm and keep that centered focus when everything seems to be going crazy around us.” —Nate Regier

‘Be Compassionate’ Sayings to Help Us Create a Better World

In a world that often rewards achievement over empathy, compassion—both for others and ourselves—has never been more essential. Whether you’re leading a team, navigating personal growth or simply trying to show up each day with intention, kindness can be a powerful tool for change. These original quotes by SUCCESS® contributors are reminders that creating a better world starts with how we treat each other—and how we treat ourselves. Use them to find personal motivation or to motivate your team. 

• “You deserve the kindness you give.”
• “Rest is not retreat. It’s repair.”
• “Speak to yourself like someone you trust.”
• “Progress counts more than pressure.”
• “Kindness is a strategy with no downside.”
• “Lead with care, and trust will follow.”
• “Compassion costs nothing but means everything.”
• “Listening is the quietest form of love.”
• “Grace belongs in your own inbox too.”
• “You’re doing the best you can. That matters.”
• “You don’t have to fix it—just see it.”
• “Respect is policy. Compassion is culture.”

Compassion Is How We Move Forward—Together

This world is challenging, filled with disconnection and hardships. Compassion can a powerful force for connection, healing and change. When we lead with empathy, practice kindness without expectation and extend grace to ourselves and others, we create spaces where people feel valued, understood and supported. Let these care and compassion quotes remind you that every small act of kindness can ripple outwards, and that compassion has the power to transform the world around us, one person at a time. 

Photo from fizkes/Shutterstock.com

In this episode of A Productive Conversation, I sit down with Chris Ducker—serial entrepreneur, bestselling author, and longtime friend—to talk about his latest book, The Long Haul Leader: 10 Strategies to Work Smarter, Live Better, and Achieve Lasting Success. Chris has spent over two decades building, buying, and selling businesses, while mentoring leaders worldwide.

Our conversation goes beyond business tactics. Chris shares candid stories of burnout, rebuilding, and how energy—not time—is the most valuable asset for sustainable success. From the importance of patience to the role of hobbies in leadership, this episode offers insight into what it really takes to thrive for the long haul.

---

Six Discussion Points

• Why hustle is a season, not a lifestyle
• The lessons Chris learned from battling burnout—twice
• Why energy is more valuable than time for leaders
• The art of letting go: selling businesses and focusing on what matters
• How patience, adaptability, and presence shape long-term leadership
• Why hobbies and creative outlets are vital to performance and recovery

Three Connection Points

Chris’s story is a reminder that success isn’t just about building businesses—it’s about building sustainability into your life and work. The principles he shares in The Long Haul Leader apply whether you’re running a company, leading a team, or simply trying to create a healthier balance for yourself.

Want to support the podcast? You can subscribe to the show and leave quick rating and review wherever you listen to podcasts. You can subscribe on Spotify and also on Apple Podcasts.

---

In this episode of A Productive Conversation, I sit down with Michael Timms—TEDx speaker, leadership consultant, and author of How Leaders Can Inspire Accountability. This conversation is a part of our ongoing exploration into the habits that drive not just productivity, but the kind of leadership that inspires lasting impact.

Michael unpacks how accountability is often misunderstood and misused—weaponized as blame rather than cultivated as ownership. We explore what it means to truly support people to be accountable, the distinction between leadership and management, and the systems thinking leaders must embrace to avoid finger-pointing and foster real results.

---

Six Discussion Points

• Why “holding people accountable” is the wrong approach—and what to say instead
• The critical distinction between leadership and management
• How self-awareness and humility form the foundation of great leadership
• What journaling, feedback, and asking for advice all have in common
• The three habits of inspiring accountability—and why they work in harmony
• Systems thinking: how leaders can engineer solutions that prevent future issues

Three Connection Points

This conversation with Michael was a powerful reminder that the best leaders don’t point fingers—they build frameworks. If you’re looking to lead with more clarity, humility, and purpose, I highly recommend picking up his book and watching his TEDx talk. True accountability isn’t about control—it’s about connection.

Want to support the podcast? You can subscribe to the show and leave quick rating and review wherever you listen to podcasts. You can subscribe on Spotify and also on Apple Podcasts.

---

In the latest episode, I sit down with Rob Shallenberger—CEO of Becoming Your Best Global Leadership and one of the world’s foremost authorities on productivity and time management. Rob’s background is as dynamic as it is inspiring: from flying F-16s and serving as an Advance Agent for Air Force One to training Fortune 500 companies and governments alike.

We focus on the updated second edition of his bestselling book Do What Matters Most, diving deep into the transformative power of pre-week planning, the productivity quotient, and why it’s crucial to schedule your priorities rather than just prioritize your schedule. Rob’s mission is clear—help people lead lives by design, not by default.

---

Six Discussion Points

• How task saturation leads to misprioritization—and how to combat it
• Rob’s four-step pre-week planning system and how it creates peace and balance
• The productivity quotient: why aiming for 70–80% is the sweet spot
• Real-life stories that show how planning changes lives—including generational impact
• How Rob’s military background shaped his approach to time and leadership
• The role of AI in planning—why it’s a tool, not a replacement for human intuition

Three Connection Points

This conversation with Rob left me both inspired and affirmed in my belief that quality productivity stems from intentional design. If you’ve ever felt overwhelmed or stuck in reactive mode, Rob’s framework provides both structure and flexibility. I encourage you to test out his pre-week planning approach—just four weeks can make a meaningful difference.

Want to support the podcast? You can subscribe to the show and leave quick rating and review wherever you listen to podcasts. You can subscribe on Spotify and also on Apple Podcasts.

---

Building trust as a leader is one of the most important factors in shaping workplace culture and team performance. When staff trust their leaders, they are more likely to communicate openly, collaborate effectively and stay engaged. Without trust, teams may experience low morale, poor accountability and high turnover.

Trust in leadership is built through consistent actions, transparency, follow-through and a commitment to fairness. This article outlines some actionable strategies for building trust in the workplace. These include leadership behaviors that promote trust, practical team exercises, methods for repairing broken trust and ways to sustain it over time. 

How Do Leaders Build Trust in the Workplace?

Research published in the MIT Sloan Management Review suggests trust is linked to employee engagement, reduced absenteeism and retention. But, as a leader, how do you build trust in the workplace? Earning and keeping trust is a marathon, not a sprint. It’s the result of consistent behaviors over time.

Leadership expert and award-winning author Frank Sonnenberg, author of Follow Your Conscience, Marketing to Win and Managing with a Conscience emphasizes that “good intentions are just the beginning.” His work on leadership focuses on living with character, values and personal responsibility. He discusses core behaviors that build credibility for those in leadership roles. Here are 10 strategies that leaders can implement as long-term habits aligned with Sonnenberg’s concepts. 

Communicate Openly and Honestly

Transparency is vital. Leaders should share information, admit mistakes and provide clear rationale behind decisions. This openness fosters a safe environment where employees feel valued and included. 

Sonnenberg emphasizes this principle: “Take the time to provide the rationale behind your recommendations.” For example, if a strategy changes mid-project, a leader might say, “Here’s what shifted, here’s why we’re pivoting and here’s how it affects us.” 

Encourage Employee Autonomy and Ownership

Empowering employees to take initiative and make decisions demonstrates trust in their capabilities. This autonomy boosts confidence and fosters a sense of ownership over their work.

You might say: “I trust your judgment on this. Take the lead and let me know what you need.” Giving people decision-making power helps them grow and signals that you believe in them. 

Give Credit Where Credit is Due

Recognizing and celebrating team members’ achievements boosts morale and reinforces a culture of appreciation and respect. Sonnenberg reminds us, “You gain more by making others look good than by singing your own praises.” 

Be Consistent and Reliable

Consistency in actions and decisions creates a sense of predictability, which is a building block of trust. Leaders should follow through on commitments and keep their behavior and reactions steady. 

This means you show up when you say you will, honor deadlines and handle tough moments with emotional steadiness. As Sonnenberg notes, “A promise should be as binding as a contract.”

Show Empathy and Understanding

Sonnenberg’s guidance is to: “Show people that you care about their needs.” Taking the time to understand employees’ perspectives and challenges demonstrates genuine care and concern, strengthening the leader-employee relationship and building trust at work. If someone is overwhelmed, try asking: “What’s your biggest stressor right now, and how can I help make it more manageable?”

Provide Constructive and Objective Feedback

Offering timely and constructive feedback helps employees grow and shows that leaders are invested in their development. It’s also important to remember that how you provide the feedback is crucial, and Sonnenberg reminds us: “Be objective.”

One idea for leaders is to use the “Situation-Behavior-Impact” model, as outlined by the Center for Creative Leadership. In this model, you clarify the situation, describe the behavior and explain the impact. For example: “In today’s meeting, I noticed you spoke over some of your colleagues. It cut their ability to contribute to the conversation short. Let’s work on giving others space to finish.” Being objective and focusing on the problem when providing feedback can help resolve issues. 

Lead by Example

Leaders should embody the values and behaviors they expect from their team. Demonstrating integrity, accountability and professionalism sets the standard for others to follow. Sonnenberg explains it well: “Your actions must match your words.” If you ask for transparency, model it yourself, especially in moments of difficulty. 

Foster a Collaborative Environment

Encouraging teamwork and open dialogue promotes mutual respect and shared responsibility, essential components of a trust-filled workplace. Make collaboration a norm by soliciting diverse opinions and rewarding group wins. Ask: “Whose perspective haven’t we heard yet?”

Leaders can also ensure they are promoting true collaboration by being part of the solution. As Sonnenberg shares: “Never ask someone to do something that you’re not willing to do yourself.”

Be Transparent About Challenges

Openly discussing obstacles and setbacks enables teams to face challenges collaboratively and with greater resilience. When transparency is the norm, team members aren’t worried about being left in the dark or caught off guard by the unexpected. 

Invest in Personal Connections

Taking the time to know team members beyond their professional roles builds rapport and a deeper sense of trust. Start meetings with a brief personal check-in, or follow up on something someone shared last week. These simple touches matter. As Sonnenberg mentions, you can’t “expect people to look up to you if you look down on them.” 

These strategies are central to how leaders build trust and create a strong foundation for high-performing, connected teams. 

Quick Tip: To further strengthen your leadership toolkit, explore these 5 tips for fostering a sense of trust and 8 tried-and-true steps for building trust. 

How to Build Trust in a Team

Day-to-day interactions and shared experiences solidify trust within a team and aid in building trust as a leader. Intentional activities like trust team-building exercises that promote openness, collaboration and vulnerability can accelerate trust-building in powerful ways. 

Trust Team Building Ideas and Exercises

Trust is built through consistent, meaningful engagement. Engaging the whole company in trust-building exercises for leadership teams like these can strengthen bonds and enhance workplace dynamics:

• Team Retrospectives (or After-Action Reviews): After major projects or milestones, gather the team to discuss what went well, what didn’t and what could be improved. Emphasize learning over blame. This builds psychological safety, an essential ingredient for trust. 
• “Failure Stories” Sessions: Normalize vulnerability by creating space for team members (and you, as the leader) to share professional setbacks and what was learned from them. These honest conversations strip away perfectionism and help teams humanize each other, deepening connection and mutual respect. 
• Role Clarity Workshops: Many workplace trust issues stem from confusion about who owns what. Host quarterly check-ins where team members openly discuss responsibilities, overlaps and boundaries. Ensuring everyone understands their roles reduces friction, builds accountability and reinforces trust through transparency. 
• 360-Degree Feedback Rounds: When done respectfully and constructively, 360 feedback helps teams grow stronger. Encourage regular peer-to-peer feedback alongside leader-to-team assessments. Structure rounds with questions like “What’s something I do well that helps the team?” and “What’s one behavior I could improve on?” Questions should focus on growth, not judgment. 
• Cross-Training and Job Shadowing: When team members understand each other’s roles, they’re more likely to show empathy and support during busy or stressful periods. Create opportunities for employees to shadow or temporarily assist each other in their roles. This boosts collaboration and cultivates appreciation for different contributions.
• Team Charter Creation: Collaboratively create a “team charter” that outlines shared values, behavioral norms and how conflict will be handled. Revisit it regularly to ensure the team is living up to the agreements. When everyone co-creates ground rules, they’re more likely to buy in and hold each other accountable. 
• Monthly “Trust Pulse” Check-Ins: Schedule 15-30 minute monthly discussions (as a team or one-on-one) focused solely on team health. Ask questions like: “Do you feel heard on this team?” or “Is there anything that’s blocking your ability to trust the process or people?” Treat this as maintenance, not crisis management. 
• Shared Goals, Shared Wins: Instead of siloed performance metrics, set shared team goals. Celebrate wins collectively. This fosters collaboration over competition and reinforces everyone’s efforts to contribute to the bigger picture. 

Incorporating these team-building and trust activities can significantly enhance team cohesion. 

Overcoming Trust Issues in the Workplace

Trust can be fragile. Recognizing and addressing breaches promptly is key. When trust begins to erode, it often stems from a few common issues: miscommunication, inconsistent leadership behavior, perceived favoritism, broken promises or unresolved conflicts. Even high-performing teams can experience setbacks when expectations aren’t clearly communicated or when team members feel unheard or undervalued. 

If trust issues have surfaced, here’s what leaders can do to address the damage and begin rebuilding belief in leadership and the team:

• Acknowledge the Issue: Ignoring broken trust can exacerbate problems. Leaders should address issues directly and empathetically. Clear communication and consistent follow-through are key to building trust with employees, especially after mistakes or misunderstandings have occurred.
• Apologize and Make Amends: A sincere apology, coupled with corrective actions, can pave the way for re-establishing trust. 
• Implement Transparent Decision-Making Processes: Clarify how and why key decisions are made, consistently explaining the rationale behind any changes. This reduces suspicion and builds clarity-based trust. 
• Establish a Clear Accountability System: Create structured accountability by setting clear expectations, following through on commitments and applying standards fairly across the board. 
• Handle Conflict Constructively: Don’t let tension fester. Address conflict directly, facilitate open dialogue between team members and build discussions toward solutions. 
• Be Visible and Consistent as a Leader: During periods of low trust, consistency is the remedy. Show up, follow through and communicate regularly to build a sense of security. 

The Ongoing Process of Building Trust in Leadership

Building trust in leadership is a continuous journey. Leaders must consistently demonstrate behaviors that foster trust, adapt to evolving team dynamics and remain open to feedback. The path may not be easy, but the results can be well worth the effort. Try practical strategies from leadership experts like Sonnenberg, along with simple actions, to build trust and become a leader your team knows they can count on.

If you’re looking to strengthen your leadership skills and build deeper trust with your team, SUCCESS Coaching offers personalized programs dedicated to your growth. You can also explore SUCCESS Leadership Lab, which is full of practical tools, workshops and resources to help you lead with clarity, connection and confidence.

Photo by Monkey Business Images/Shutterstock.com