How Speaking Up Builds Trust

What’s one leadership skill that directly impacts trust, engagement, and performance?

The ability to speak up.

Without it, relationships falter, teams lose cohesion, and organisations risk stagnation. One of the most powerful tools for building trust—yet often overlooked—is the simple act of speaking up. Leaders who prioritise open communication not only strengthen their team’s trust but also elevate their own credibility as effective, empathetic leaders. 

Speaking up plays a crucial role in building trust within organisations, yet many barriers can prevent people from voicing their thoughts. In this blog, we delve into those challenges and discover practical strategies to create a culture of openness within teams. By the end, you’ll gain valuable insights to incorporate speaking up into your leadership development plan.

The Psychology of Speaking Up

Why Do People Hesitate? 

Despite the benefits of open communication, many professionals hesitate to voice their opinions or concerns in the workplace. Fear of judgement, fear of retaliation, or the belief that their input won’t make a difference are common barriers. Furthermore, hierarchical structures in many workplaces discourage junior employees from speaking candidly to leadership, exacerbating this reluctance. 

The silence that follows can be costly. Teams lose out on valuable perspectives, and organisations miss opportunities for innovation, collaboration, and constructive problem-solving. 

Take our Organisational Excellence Scorecard to pinpoint where your team excels and where it can grow in terms of team excellence that contributes to your organisation becoming excellent.

The Role of Psychological Safety 

Psychological safety—defined as a shared belief that a team is safe for interpersonal risk-taking—is key to overcoming this hesitation. When team members feel confident that they can speak up without fear of embarrassment, judgement, or negative consequences, they are more likely to contribute openly. 

Creating this kind of environment doesn’t happen accidentally. It requires deliberate efforts by leaders to model vulnerability, invite diverse viewpoints, and respond constructively to feedback. Executive coaching often emphasises this as a fundamental principle of human-centred leadership.

Building Trust Through Speaking Up

Setting the Example 

Leaders who speak up—whether to share ideas, admit mistakes, or acknowledge challenges—set a powerful example for their teams. Through their behavior, they signal that openness is not only welcomed but encouraged. Over time, this transparency fosters a sense of mutual respect and trust within the team. 

Consider a leader who admits to a project misstep and outlines the lessons learned. Such candidness not only humanises the leader but also encourages team members to approach challenges with similar openness. The result? A culture of trust built on shared accountability and resilience. 

Leadership Effectiveness and Trust 

Trust isn’t just a “soft” quality—it’s a measurable driver of leadership effectiveness. Research from the Harvard Business Review (2017) indicates that teams led by trusted leaders perform better, innovate faster, and demonstrate higher engagement levels over time (Zak, P. J., “The Neuroscience of Trust”). When communication flows both ways, trust grows organically. Leaders who understand this connection often incorporate trust-building practices into their leadership development plan.

Strategies for Encouraging Speaking Up 

Foster a Culture of Open Communication 

Building a culture where speaking up is second nature starts with the leader. Here are some tips to encourage open dialogue among your team members:

• Ask for Feedback Regularly: Make it a habit to ask your team for their insights and ideas during meetings or brainstorming sessions. Questions such as “What do you think?” or “What potential risks do I need to consider?” show that you value input from everyone. 
• Create Inclusive Meeting Spaces: Often, voices are overshadowed or ignored during team discussions. Actively monitor who’s contributing and ensure all members have an opportunity to speak. 
• Normalise Mistakes: Encourage a growth mindset by treating mistakes as opportunities to learn rather than failures to punish. This approach fosters an environment where team members feel more comfortable sharing concerns or uncertainties.

Invest in Leadership Development Programs 

Speaking up is a skill that many people, including executive leaders, need to develop and refine. Leadership development programs often include training focused on:

• How to ask the right questions to encourage candid responses. 
• Strategies for active listening and constructive responses to feedback. 
• Approaches to enhance team collaboration and innovation.

Such programs not only benefit leaders directly but also influence the organisation’s broader communication culture. 

Executive Coaching for Human-Centred Leadership 

Tailored coaching for executives can be a game-changer for building leadership skills around communication and trust. Working with an expert coach provides focused guidance on how to:

• Develop stronger emotional intelligence to gauge team dynamics. 
• Improve vulnerability without compromising authority. 
• Build deeper, trust-based relationships with team members. 

Furthermore, as coaches provide an objective sounding board, they empower leaders to work through their own fears or barriers to speaking up, enabling them to model this crucial behaviour authentically.

Why You Should Prioritise Speaking Up in Leadership 

Speaking up isn’t just about creating a culture of open communication—it’s about driving trust, building a connected team, and enhancing leadership effectiveness. Leaders who foster an open communication style demonstrate empathy, encourage innovation, and position their organisations for long-term success. 

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The first step? Reflect on how you approach communication. Are you creating spaces for your team to speak openly? Are you incorporating communication-building techniques into your leadership development plan? If these aren’t yet priorities, now is the time to change that.