When teams underperform, trust often gets blamed.
But let’s dig deeper.
Is it truly a lack of trust holding them back?
Or is it something more practical… like a lack of clarity, a lack of agreed behaviours, or simply asking the wrong questions?
At Go M.A.D. Thinking, we see this all the time: Teams waste hours circling problems, not because they can’t solve them, but because they’ve never designed how they’ll work together to think and act differently.
Want to Build Trust Faster? Start Here:
Instead of jumping straight into trust-building activities (or awkward away-days!), consider these three practical shifts that build trust naturally, by design, not default.
Design “The Right Question, at the Right Time, for the Right Person”
High-trust teams think differently. They ask questions that invite clarity and spark possibility.
Too many teams stay stuck because they default to statements, not solution-focused questions.
Want to shift the energy in a conversation? Use High Quality Questions to either:
- Focus the Mind – to gain clarity or make a decision.
- Open the Mind – to generate ideas or explore possibilities.
When you craft questions with intent, you reduce frustration, accelerate resolution, and involve the right people to make progress faster.
Ask yourself (or your team):
What’s the right type of question we’re not asking yet?
Agree Behavioural “Team Ground Rules”
Trust thrives when expectations are clear.
Too often, teams assume everyone knows “how we work” — until friction, confusion, or inaction creeps in.
Instead, co-create 5–10 Team Ground Rules. These become your behavioural compass. Simple, visible, and co-owned.
Here’s a flavour of what high-performing teams often commit to:
- Do what we say we’ll do
- Be open to constructive challenge
- Respect each other’s strengths
- Surface issues quickly & stay solution-focused
- Celebrate success
Tip: These aren’t one-off posters. Revisit them. Sense check regularly. Adapt them to improve.
What new team habits could create more trust and momentum?
Use the “3 x I’s” to Support People Through Change
Let’s be real, change creates stress. And stressed people don’t always show up at their best.
If trust dips during change, it’s often because people feel:
- Uncertain (and need Information)
- Powerless (and need Involvement)
- Overwhelmed (and need Individual Attention)
When leaders proactively spot and respond to these needs using the “3 x I’s” approach, trust isn’t eroded, it’s earned.
Are you applying the right “I” to the right person at the right time?
Final Thought
You don’t need to run a trust-building workshop.
You need to create the conditions where trust grows naturally:
- Clear questions
- Shared behavioural expectations
- Support through change
This isn’t fluffy team bonding. It’s foundational for delivering real results — faster, together.
