A High Trust Culture is Simply Not Enough.

In today’s hyper-accelerating world of AI-driven innovation and enhanced decision-making, trust is no longer enough. You and your team need every single competitive advantage possible.

Telling the truth and doing the right thing, while basic and important is simply not enough. Trust is the expectation that people will act with integrity, follow through on commitments, and uphold ethical standards. This type of trust is basic and essential for functional relationships and effective teamwork and is often conditional, built over time through consistent behavior.

While your team requires trust to function, your team must embody “vulnerability-based trust” to truly outperform. Patrick Lencioni’s concept of “vulnerability-based trust” goes FAR DEEPER than the traditional definition of trust. Vulnerability-based trust provides the foundation - the environment where team members feel safe enough to be completely honest about their weaknesses, mistakes, and uncertainties. Unlike basic trust, which is about expecting others to be truthful or to do what they say they will do, vulnerability-based trust requires team members to let down their guard, admit failures, and seek help without fear of judgment. This level of trust fosters genuine collaboration, as it creates an environment where team members can openly address issues, support one another, and work through conflicts constructively.

Vulnerability-based trust is THE foundational element for building a cohesive and high-performing team. True vulnerability-based trust remains elusive. As a CEO or team leader, your role in fostering vulnerability-based trust is essential to reach your and your team’s true potential. In an environment void of vulnerability-based trust, teams falter, innovation stagnates and performance is nowhere near where it could and should be.

Conversely, a true vulnerability-based trust environment fosters open communication, collaboration and ultimately, success.

But how does one build vulnerability-based trust, particularly in a world where skepticism and lack of available time can often overshadow good intentions?

Understanding the cost of a Vulnerability-based Trust Deficit.

The absence of vulnerability-based trust in a team is very much like a slow-acting poison or like kryptonite to top performance; it may not kill immediately, but over time, it will dismantle or diminish even the most robust structures. This deficit is typically characterized by a lack of openness, an unwillingness to share information, and a pervasive culture of self-preservation. Team members guard their vulnerabilities and are hesitant to ask for help or admit mistakes, fearing that these actions will be met with judgment or repercussions.

All problems start at the head… As CEO or team leader, it is YOUR responsibility to eliminate this fear. Whatever you do, you are leading by example. You must lead by example, demonstrating that vulnerability is not a weakness but a strength. When a CEO openly acknowledges their mistakes and actively seeks feedback, it sets the tone for the team and entire organization. Your people are watching your example and will do what you do.

Teams that fail to achieve true vulnerability-based trust experience a deficit of productive, ideologic conflict, commitment, accountability and team results (The Five Dysfunctions of a Team).

Conversely…Teams that intentionally build a culture of vulnerability-based trust debate about ideas, gain commitment, foster accountability between team members and the result is the right results focus.

It gets better… Vulnerability-based trust sets the stage for iterative speed. Teams with strong vulnerability-based trust are built for speed. And speed coupled with the best ideas wins.

Vulnerability as a Leadership Tool.

No one is as smart as all of us… Vulnerability is often misconceived as a sign of weakness, especially in leadership. For “leaders” who insist on having all of the answers, vulnerability is a sign of weakness. Be smart. Rise above your need to be right… No one is as smart as all of us. Vulnerability is one of the most powerful tools at a CEO’s disposal. When you, as the leader, admit that you do not have all the answers, you humanize yourself, making it easier for your team to relate to and trust you. When you demonstrate that it is acceptable to not have all of the answers, it will become acceptable for others as well.

Being vulnerable does not mean oversharing or appearing uncertain; it means being real – being authentic. Being vulnerable is about acknowledging your limits, asking for help, and showing empathy towards the struggles of others. This approach not only builds trust but also encourages others to follow suit, creating a ripple effect throughout the organization.

Slow down to speed up… Crafting Your Team’s Culture Code

To cultivate vulnerability-based trust, you must first intentionally create an environment where it will flourish. This requires intentionality and time. This means establishing a culture where openness and honesty are not just encouraged but expected. Openness and honesty must be hard coded into your culture code.

There is good news… While cultivating vulnerability-based trust takes time, it can be greatly-accelerated.  And if you are telling yourself and others a story of business and lack of time and resources necessary to get your team on track, ironically, you and your team will bleed time and missed opportunity. You get what you attract... 

Begin your path to enhanced vulnerability-based trust by hard coding open lines of communication. Regular, candid discussions about what is working and what is not, are essential. These conversations should not be one-sided but involve input from ALL team members. The intent is NOT to find fault but instead to quickly move the ball forward.

Consider implementing regular check-ins, not just to discuss tasks but to gauge the emotional and psychological well-being of your team. These sessions should provide a platform for individuals to express concerns, share personal challenges, and seek support without fear of judgment.

Transparency is another cornerstone of vulnerability-based trust. Be open about the organization’s challenges and involve your team in problem-solving. When team members see that their leaders are not hiding or sugarcoating realities, they are more likely to engage authentically and contribute meaningfully.

Create Personality Style Awareness by helping team members understand themselves and their colleagues to reshape perceptions and communication practices. 

Sustaining a high Vulnerability-based Trust Culture

Shaping your vulnerability-based trust culture is not a one-time effort but a continuous ongoing process. Interested people do what is convenient. Committed people do whatever it takes. This  requires consistency, patience, and a deep commitment to fostering an environment where trust can thrive. Regularly revisit your trust-building strategies and be open to feedback on how they can be improved.

Every new hire is an opportunity to indoctrinate your entire team and build on the foundation of The Five Dysfunctions of a Team. Accordingly, every new hire must become deeply familiar with the personal histories and personality styles of their colleagues. Every single team member must see themselves in their colleagues, come from curiosity and give one another the benefit of the doubt.

Warp drives Team’s Vulnerability-based Trust Culture Code.

Should you seek to dramatically-accelerate your team’s culture code of vulnerability-based trust, engage your team to read The Five Dysfunctions of a Team by Patrick Lencioni. If you are truly serious about making vulnerability-based trust a foundational part of your team's culture code and competitive advantage, commit to helping EVERY single team member to understand, master and model the fundamentals of The Five Dysfunctions of a Team.

Better yet – engage your team in an initial two-day Five Dysfunctions of a Team Workshop deep dive. And then spend at least a day equivalent a month working on how your team works together. You and your team will get this time back in spades.

Read The Five Dysfunctions of a Team by Patrick Lencioni as well as his book The Advantage to begin your team's transformation. Better yet - let's connect to discuss. 

Schedule a conversation to discuss how to implement The Five Dysfunctions of a Team Workshop.