There is an emerging danger on the horizon.

Because without this, we cannot possibly hold a team together.

Trusts grows with one authentic action at a time. It is the ultimate compass that guides us towards a healthy team culture.

You already know the importance of trust because you will have been in teams or communities where trust is high, or trust is low.

Think about the groups and teams you are involved in now.

Do you feel safe, energised, growing, and a sense of belonging?

Or do you feel unsafe, on-edge, uncertain, overwhelmed, and isolated?

Pre-pandemic and hybrid working, trust has always been central to fulfilment, belonging and success. Winning a rugby world cup, being part of a local community group, or sprint team at work, the deeper the root of trust, the greater the quality of fruit.

But the landscape of work has changed and so has the landscape of trust.

Trust binds us together, even when we are distant.

And we are seeing this more as we emerge into the world of flexible hybrid working. Leaders are searching for solutions to flexible working and we are all questioning the meaning of work and life balance.

And whilst the search is on, there is an emerging danger on the horizon. Employees are feeling lost and searching for new lands to settle.

‘Transformations and change projects’ used to be one-off interventions. Now they are constantly in-flux, with the consequence being ‘change fatigue’.

Yet, we are asking employees for more growth, resilience, and commitment.

Perhaps, rather than solving human struggles in micro-management, ordered, and KPI-driven ways, we could asking employees: how can we create a healthy workplace environment where you feel like you thrive, grow, and perform?

But as we get our head around the rivers of change in a hybrid world, and accept that no workplace is perfect, what can we do as individuals?

Do we wait for something to happen? Or can we cultivate a movement within our own spheres of influence?

Of course, leaders set the tone. Stories of legacy are cemented in those who do the right thing by leading from the front.

But given we are dispersed into small teams within a company, we all have the permission to lead ourselves and others. Leadership must be democratised and this is our moment to step into the light.

One small authentic action at a time, we can create the ripple effect of change.

I’m always asking how I can introduce micro-moments of authenticity and vulnerability to every conversation. How do I introduce myself when delivering a presentation. What do I say when someone asks how I feel? How do I act when I see inappropriate behaviour?

But what is authenticity? It is a term that is hard to define, yet easy to spot when you see it.

Simply put, authenticity is whether your actions line up your words. And crucially, are your words spoken from a place that are connected to your values?

Are you acting in alignment what truly matters to you, or are you acting from fear of judgement, comparison, or striving to fit?

Brilliant leaders do what it right, not what is easy. Sometimes, being authentic is the least easy option.

The easiest way to start this?

Tell your team.

“It feels quite difficult for me to say this. I usually find it quite hard to say what I really feel. I am making a commitment to myself and you as a team, to show up more authentically. I am going to do this by….”.

If I hear you say this, I am in. I am here to support you. And you will surprised on how this will make people feel. It is one small action of authenticity towards trust.

Trust is like a crystal vase that is hard to fix when it is broken, like a bone that heals but will never be the same - Sacha Chua.