Building trust in teams is both an art and a science, and CliftonStrengths provides a unique lens to look at trust-building within a team setting. When individuals and managers lean into their strengths intentionally, it fosters trust, collaboration, and performance. But how can a team embrace this strengths-based approach while tackling trust challenges?
Understanding Trust Through CliftonStrengths
Trust often comes down to understanding each person’s contributions and valuing the diversity of thought and action that each team member brings. When teams actively identify and celebrate each other’s strengths, it creates a foundation of respect and appreciation. For example, Gallup research shows that when people get to do what they do best every day, they are ovwe12.5 % more productive and over 6 times as likely to be engaged in their job. This has a powerful knock-on effect on trust because everyone feels valued for their unique abilities.
Trust Builders and Trust Busters
Trust thrives when people feel recognised and understood, but it falters when miscommunication or misunderstandings arise. The best way to understand what builds and breaks trust in your team is to ask them. Simple as that. I have created a few resources on the topic that you might find useful.
A guide to Deeper Conversations
The Trust Continuum – A simple activity to visually see where people sit
A resource that might identify what may build or break trust for them
To offer some examples here:
Strengths That Build Trust: Themes like Relator and Empathy naturally build deep connections and can foster genuine trust. Relator-focused individuals value close relationships and can be a bridge for trust within teams, while Empathy-driven team members intuitively sense others’ emotions, often becoming the “safe space” for others to open up.
Trust doesn’t come at the same pace for everyone: For those with the Deliberative theme, trust may take longer to build because they naturally assess risks and tread carefully, they are often private individuals. It’s not about withholding trust but ensuring it’s earned thoughtfully. Similarly, those with Analytical may want to see concrete data or evidence before fully trusting a process, decision, or even a colleague’s reliability
The Trust Trifecta: Belief, Relator, and Responsibility
When Belief, Relator, and Responsibility combine, they create a formidable trust-building force. These themes work together to foster integrity, genuine connection, and unwavering follow-through. Belief provides a strong moral compass, Relator builds meaningful relationships, and Responsibility ensures commitments are honoured.
But here’s the kicker: when someone with all three of these themes experiences broken trust, the impact can be profound. They feel the breach not just as a disappointment but as a fundamental violation of their values, their connections, and their sense of duty. This can lead to a deep sense of hurt or withdrawal, as trust isn’t just a nice-to-have for them—it’s central to how they operate.
Strengths That Risk Micromanagement
While incredibly valuable, some strengths can lean toward micromanagement if not managed intentionally. Achiever and Responsibility talents, for example, bring high standards and accountability. But under pressure, they may lead a manager or colleague to hover over a task, trying to control each detail. This behaviour can undermine trust, as others may feel their capability is doubted.
For anyone needing to delegate a tasking but have doubts that is will be done the ‘right’ way. Here is one of my favourite and super simple tools. CPORT.
CPORT is an acronym for Context, Purpose, Outcome, Roles, and Timing—a practical approach for delegating tasks. Effective delegation is crucial for trust, as it shows confidence in others’ abilities and allows team members to feel empowered rather than micromanaged.
Context: Set the stage by providing background. This helps clarify why the task matters.
Purpose: Explain why this task is important, tying it back to the team’s or organisation’s goals.
Outcome: Define what success looks like for this task.
Resources: Be clear on what resources, tools, systems and people are available to them and who is responsible for what when it comes to any other team members who might be involved.
Time: Establish a timeline for deliverables, how long it should take, how often they would like you to check in (not up on!)
Using CPORT helps leaders delegate tasks in a way that builds trust and accountability. When people know what’s expected, they’re more likely to follow through confidently.
Embrace Individual Strengths to Nurture Trust
Ultimately, trust within a team is amplified when leaders and members alike actively use their strengths to contribute to a supportive, trusting environment. Strengths-based teams aren’t perfect, but they leverage each other’s talents and know how to fill each other’s gaps. This culture of mutual reliance and appreciation is the bedrock of trust. CliftonStrengths can help reveal that diversity isn’t a threat; it’s a powerful asset, differences are an advantage. Teams that acknowledge these differences are more likely to trust each other’s intentions and contributions.
