Defining trust can be tricky. We often know when it’s there, and we definitely feel its absence when it’s not. In the workplace, trust is more than just a nice-to-have—it’s the foundation for collaboration, innovation, and resilience in the face of challenges. Without trust, teams falter; with it, they thrive.
Trust Supports Safety
Trauma-competent spaces are safe spaces. Trust and safety work together. No trauma-informed practice can thrive without safety, and feeling safe occurs in environments we trust. Therefore, investing in trust-building at work is critical in trauma-informed practice. This is why SAMHSA considers safety and trustworthiness the top two of its Six Guiding Principles to a Trauma-Informed Approach.
Read more here about Why Safety is Important in a Trauma-Informed Approach and 9 Things that Happen When Employees Feel Safe at Work.
Trust Increases Efficiency
Workplaces low on trust often get slowed down by siloed communication, resistance to collaboration, and reluctance to share ideas. To move efficiently through challenges – technical, political, or otherwise – requires the ability to share concerns openly. This does not happen in spaces that feel unsafe. If you predict being judged for asking clarifying questions, needing a break, or taking a stand against a breach of ethics, you’ll keep your mouth shut.
A culture of mistrust turns small challenges into big ones. A minor misunderstanding that remains unaddressed can easily snowball into long-lasting contempt among teams that slow you down. Does your workplace have departments that don’t work together, but you’re not sure why or how it started? It’s likely due to a misinterpretation that could have been resolved if only they dared to address it. But this requires safety and trust.
Examining Trust
What does it mean to trust someone? What does a trusting environment look and feel like at work? The nature of our trust in a relationship varies according to the nature of our relationships. For example, the type of trust we need in a life partner differs from the trust we expect from a neighbor or colleague.
"Can I trust you with my secrets?" is a different kind of trust than "Can I trust you to tell me how to do my job?"
I don't trust and rely on my husband, my co-workers, and my mechanic in the same way.
Just like trust is earned at different degrees, trust is built in different ways. Trustworthiness is about follow-through, confidentiality, and honesty. Brené Brown offers a simple way of thinking about trust using the acronym BRAVING. Each letter describes an element of trust-building.
Trust-Building at Work
The definition of trust from which this acronym is derived comes from Charles Feltman. Trust is “choosing to risk making something you value vulnerable to another person’s actions.” In contrast, distrust is determining that what is important to you is not safe with that person, in this or any other situation. This concept is the same at work and at home, but it looks different in a professional setting. Shared goals, tasks, and responsibilities are different, yet the principles remain the same.
Each element provides an opportunity to assess where your team might need an infusion of trust. Perhaps your team members are reliable with deadlines but spread gossip. Or, maybe you are good at not taking on too much and holding boundaries but feel judgment when you ask for help. As you read, think about where you and your team are strong and where there are opportunities to become more trustworthy. As you read each trust element, ask yourself how this looks in your workplace.
Boundaries
When you respect someone’s boundaries, you show them that you value their autonomy and their time. In the workplace, this might mean asking for permission before adding a task to someone’s plate or respecting their decision to log off at the end of the workday. It’s equally important to communicate your own boundaries clearly—for example, letting colleagues know when you’re unavailable or when a task is outside your expertise. Here are 11 trauma-informed boundary phrases you can use at work to get you started.
Boundaries create clarity and mutual respect, which fosters a trusting environment. Think about this: How often do you ask for clarification when you’re unsure if something is acceptable? Do you openly communicate when you’re at capacity, or do you let resentment build? Holding and respecting boundaries is key to sustainable trust.
Reliability
Reliability means doing what you say you’ll do consistently. It’s not just about delivering results but about being dependable over time. For instance, if you promise to follow up on a request by a certain date, following through builds your reputation as trustworthy. On the flip side, overpromising and underdelivering—even unintentionally—can erode trust.
Being reliable also involves knowing your limits. It’s better to be realistic about what you can accomplish than to commit to too much and fall short. Reliability doesn’t mean perfection; it means consistent effort and honesty about what’s possible. Are you known for delivering on your commitments, or do you sometimes stretch yourself too thin?
Accountability
Accountability is about owning your actions—both successes and mistakes. In the workplace, this could mean admitting when you’ve made an error and taking steps to rectify it. For example, if you miss a deadline, acknowledging the impact of that delay and offering a solution shows accountability.
Accountability also goes both ways. Leaders should model accountability by admitting their own mistakes and creating a culture where it’s safe for others to do the same. Holding others accountable works best where there is a willingness to forgive and move forward. Does your team view accountability as an opportunity to learn and grow, or is it seen as a blame game? If someone makes a mistake, is it never forgotten? Do you hold grudges for what happened in the past?
While accountability does ensure consequences, it is not focused on creating punishment or suffering.
Vault
The vault represents confidentiality. Trust is built when people know their private conversations or personal challenges won’t be shared without their consent. Gossip or the mishandling of sensitive information undermines trust faster than almost anything else.
In a professional setting, this might mean refraining from sharing details about a coworker’s struggles or a confidential project update. Ask yourself: Are you careful to keep what’s shared with you in confidence? And do you avoid listening to or engaging in office gossip?
Protecting the vault creates a culture where people feel safe to be honest and vulnerable.
Integrity
Integrity is choosing courage over comfort. It’s about aligning your actions with your values, even when it’s inconvenient or unpopular. At work, integrity might mean standing up for ethical practices, even if it creates tension, or admitting when a project needs a course correction instead of pushing ahead for the sake of ease.
A culture of integrity encourages people to act in alignment with shared values rather than cutting corners. It’s about showing up honestly and doing what’s right, even when no one is watching. Are you consistent in practicing what you preach? And does your team uphold its values in challenging moments?
Nonjudgment
Nonjudgment means creating an environment where people feel safe asking for help, admitting they don’t know something, or expressing their feelings without fear of ridicule. This fosters open communication and deeper connections.
At work, this might look like welcoming questions during a meeting or normalizing discussions about workload challenges. Nonjudgmental spaces encourage creativity and problem-solving because people aren’t afraid of making mistakes. Are you approachable when someone struggles or seeks guidance? And do you feel safe doing the same?
Generosity
Generosity involves assuming the best intentions in others. It means extending grace when a coworker misses a deadline, choosing to check in and clarify rather than jumping to conclusions. Generosity is also about giving others the benefit of the doubt and creating space for understanding.
For example, if a teammate’s tone seems curt in an email, generosity might mean asking if they’re okay rather than assuming they’re upset. In this way, generosity can defuse tension and deepen trust. Are you quick to offer grace to others? And do you communicate openly when misunderstandings arise?
For more, watch this 23-minute video presentation by Dr. Brené Brown on BRAVING.
Trusting Yourself
It’s hard to extend trust to others when you lose trust in yourself, so take note in each of these areas where you may be doubting your own abilities. Losing self-trust also has a damaging effect on your overall team trust and efficiency. Investing energy into what it takes to trust yourself is not an act of selfishness. Rather, it elevates your whole team.
Here are questions to assess your self-trust with BRAVING:
B — Did I respect my own boundaries? Was I clear about what’s okay and what’s not okay?
R — Was I reliable? Did I do what I said I was going to do?
A — Did I hold myself accountable?
V — Did I respect the vault and share appropriately?
I — Did I act from my integrity?
N — Did I ask for what I needed? Was I nonjudgmental about needing help?
G — Was I generous toward myself?
Bringing BRAVING to Life
Each of these elements—boundaries, reliability, accountability, vault, integrity, nonjudgment, and generosity—offers a roadmap for building trust in your workplace. Consider assessing your own behavior and encourage your team to do the same. Where are you strongest, and where can you grow? Small, consistent actions in each area can make a big difference.
Action Steps to Build Trust
Assess Your BRAVING Areas: Reflect on the seven components of trust—where are you strongest, and where could you improve?
Practice Daily: Commit to small, consistent actions like meeting deadlines, respecting boundaries, and extending generosity.
Model Accountability: Lead by example; own your mistakes and demonstrate integrity.
Foster Dialogue: Create open channels for communication where team members feel safe asking questions or voicing concerns.
Build Gradually: Remember, trust is a marathon, not a sprint. Focus on steady, meaningful improvements over time.
By embracing these steps, you can transform your workplace into a space where trust flourishes and, as a result, collaboration, efficiency, and resilience soar. Start today, and you'll see the ripple effects of trust-building impact your team for the better.
Final Thoughts
Building trust isn’t about grand gestures—it’s about consistent, tangible actions that foster safety, openness, and accountability. Start small—acknowledge a colleague’s effort, admit a small mistake, or set a clear boundary. These core components of trust can help you and your team create an environment where everyone feels valued and supported.
Download the BRAVING Inventoryone-pager for your reference.
For more about implementing trauma-informed practices in your workplace, read The Complete Guide to Trauma-Informed Values.
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