Trust is the invisible thread that binds teams together, fostering collaboration, creativity, and resilience. For leaders, particularly those who lead from their Higher Self—grounded in authenticity, unity consciousness, and deep self-awareness—building trust is not just about creating external structures but cultivating an inner alignment that radiates trustworthiness.

Over the years, I have grappled with the issue of trust on many different levels. Do I trust personal relationships? How can I get my team to trust me at work?  Through my higher self practice, I found peace around trusting others and being trusted.  Here, I explore some of the conclusions and set out some principles of the neuroscience of trust. I highlight one of the principles of trust in others directly linked to self-trust and how Higher Self-leaders can effectively build, maintain, and repair trust within their teams.

Trusting Others Begins with Trusting Yourself

A fundamental principle in building trust is recognising that our capacity to trust others is directly tied to how much we trust ourselves. This principle can be summed up: You trust others to the extent that you trust yourself to handle whatever behaviour they exhibit. If you have deep confidence in your ability to navigate challenges, set boundaries, and respond effectively to others’ actions, you’re more likely to extend trust—even when uncertainty or risk is involved.

Higher Self leaders possess this self-trust. By cultivating self-awareness and emotional intelligence, they trust their judgment and capacity to respond thoughtfully. This inner confidence radiates outward, making it easier for their teams to trust them in return. Moreover, when leaders trust themselves, they are more willing to trust their teams. This then creates a positive cycle of trust, begetting trust.

The Neuroscience of Trust

Trust isn’t just a psychological concept but also a biological experience. Neuroscientific research shows that oxytocin, often called the ‘trust hormone,’ is released during positive social interactions, promoting feelings of connection, safety, and bonding. When trust is present, oxytocin levels rise, which fosters deeper relationships and a sense of well-being. On the flip side, when trust is broken, cortisol—the body’s stress hormone—is released, leading to feelings of anxiety, defensiveness, and withdrawal.

Higher Self leaders understand that their role is to create environments where oxytocin levels remain high, making their teams feel valued, seen, and supported.  They know that trust breaches can trigger extreme physical, emotional and mental reactions.  This biological understanding and response to trust underpins why authentic leadership is so decisive. Leading from a place of unity, transparency, and love directly impacts the brain’s capacity to feel safe and open, creating the conditions necessary for high-performance teams to flourish.

Breaching Trust: The Gut-Wrenching Reaction

While trust is a powerful force for connection, its breach triggers an equally powerful emotional response. When someone betrays our trust, the brain reacts cognitively and viscerally. Studies have shown that when trust is violated, the amygdala—the brain’s fear centre—activates, and we can experience a gut-wrenching reaction of disgust or betrayal. This visceral feeling is tied to the same neural pathways that trigger responses to threats, suggesting that a breach of trust is perceived as a form of emotional danger.

This reaction is particularly intense when trust breaches are seen as betrayals of character or integrity—often referred to as trait-based trust violations. In these instances, we don’t feel disappointed by someone’s actions; we feel fundamentally unsafe around them. It’s as though our brain has flagged the person as a threat to our emotional well-being, and this can lead to long-lasting relational fractures if not addressed.

A Physical Reaction To Breach Of Trust

During my journey, I realised that I’m idealistic and have values that include unity consciousness. As a result, I hold people to very high standards. While this seems like a worthy stance, no one could live up to those standards, least of all myself.  Therefore, when it came to trust issues, I experienced some very real gut-wrenching breaches of my trust.  In one situation where I felt my boss had disrespected me, I felt physically sick for days.  It wasn’t just a perception, and it evoked a very emotionally charged physical reaction.   I eventually healed that breach of trust. It took a long time,  but many don’t have those tools.

Understanding this visceral reaction is crucial for leaders. When trust is broken, it is not enough to apologise or explain away the incident. Leaders must acknowledge the profound emotional impact of trust violations on their teams. They must proactively rebuild that trust with sincerity, transparency, and consistent follow-through.

Reciprocal Trust: A Two-Way Street

Trust is inherently reciprocal. Neuroscience tells us that when one person displays trust, it triggers a biological response in the other person to reciprocate that trust. This is partly due to the mirror neurons in our brain, which allow us to reflect the emotions and behaviours we observe in others. When leaders consistently model trustworthy behaviours—such as honesty, vulnerability, and accountability—they inspire their teams to do the same.

Higher Self leaders excel at cultivating this reciprocal dynamic. They know that trust is not a one-way transaction; it requires active engagement from both sides. By demonstrating trust in their teams’ abilities, decisions, and judgment, they invite their team members to reciprocate that trust, creating an environment where mutual respect and collaboration thrive.

Repairing Broken Trust

Despite our best efforts, trust will occasionally be breached. The visceral reaction of betrayal or disgust following a breach can make it challenging to repair relationships. However, trust can be rebuilt—often stronger—if approached with intention and care.

Neuroscience shows, repairing trust requires creating new positive experiences that override the negative ones associated with the breach. This is where the brain’s plasticity comes into play; it can form new neural connections that associate the person who broke the trust with positive, trustworthy behaviour, gradually rebuilding the relationship. However, this takes time and consistency.

Higher Self leaders approach trust repair with humility and empathy. They acknowledge the emotional impact of the breach, take full responsibility for their role, and commit to behaviour changes that prevent future violations. They understand that trust isn’t just repaired through words but through a sustained pattern of trustworthy actions.

Demonstrating Trust in Teams to Beget Trust

One of the most effective actions a leader can take to build trust is to show trust in their team members. This is not just a superficial gesture but an active belief in their team’s abilities, decisions, and judgment. By delegating responsibilities, encouraging autonomy, and allowing team members to make decisions without micromanagement, leaders signal that they trust their teams to succeed. In turn, team members feel empowered and trusted, leading to them trusting their leader more.

This reciprocal exchange is a cornerstone of leadership from the Higher Self. When leaders genuinely believe in their teams’ potential and demonstrate that belief through action, they create an environment of mutual trust, respect, and collaboration.

10 Ways Leaders Can Build Trust with Their Teams

Given these insights, here are ten ways Higher Self leaders can build and maintain trust with their teams:

1. Model Vulnerability and Authenticity

Higher Self leaders lead by example, openly sharing their challenges and mistakes. This act of vulnerability fosters an environment where team members feel safe to be authentic without fear of judgment. When leaders are honest about their struggles, they break down barriers and encourage others to do the same. This creates a mutual respect and trust culture, where authenticity is valued over perfection. Being transparent about personal setbacks allows team members to see the leader as relatable, encouraging them to embrace their imperfections and growth.

2. Demonstrate Trust in Your Team

One of the most potent ways to build trust is to show it. Leaders who delegate important tasks to their team members allow them the autonomy to make decisions and resist the urge to micromanage, which fosters a more profound sense of trust. Trust is a two-way street—when leaders trust their teams, it inspires team members to rise to the occasion and reciprocate that trust. Giving team members the freedom to take ownership of their work demonstrates that you have confidence in their abilities, which, in turn, strengthens the team’s collective sense of responsibility and trust.

3. Help Your Team Deepen Their Self-Trust

Encouraging personal reflection, accountability, and self-awareness within your team is crucial for fostering self-trust. When individuals can trust themselves, they find it easier to trust others, including their leaders and peers. By promoting a culture of personal growth, where team members are encouraged to reflect on their actions and take responsibility for their decisions, you create a foundation for lasting trust. Self-trust enhances decision-making and increases confidence, which translates to better teamwork and more cohesive relationships within the group.

4. Foster a Growth-Oriented Environment

Creating an environment where mistakes are viewed as opportunities for learning rather than occasions for blame is key to fostering trust. In a growth-oriented culture, team members are unafraid to take risks or admit when something hasn’t gone as planned. This reduces the fear of failure and blame, allowing for open communication and transparency. When people know they won’t be punished for their missteps, they are more likely to innovate, take ownership, and trust the process, leading to long-term growth and stronger team dynamics.

5. Communicate with Transparency

Open and honest communication is fundamental to building trust. By sharing information transparently, even when it’s difficult or uncomfortable, leaders demonstrate their integrity and commitment to the team. This prevents misunderstandings and ensures everyone is aligned with the organisation’s goals and challenges. Transparency fosters trust by eliminating the fear of hidden agendas or withheld information. When leaders are upfront, it invites team members to be transparent, creating a culture of openness where trust can thrive.

6. Follow Through on Commitments

Consistently delivering on promises, no matter how small, is one of the simplest yet most effective ways to build trust. Reliability creates a strong foundation for trust, while inconsistency breeds doubt and erodes confidence in leadership. When leaders follow through on their commitments, they send a message that they are dependable and respectful of others’ time and effort. Conversely, failing to honour commitments, even minor ones, can quickly undermine trust. To build long-lasting relationships with your team, ensure that your actions align with your words.

7. Acknowledge and Repair Trust Breaches

When trust is broken, it’s essential to address it head-on. Leaders who fully own their mistakes and offer sincere apologies pave the way for trust to be rebuilt. Taking responsibility for a breach of trust, whether intentional or unintentional, demonstrates humility and a commitment to making things right. Repairing trust requires more than words—it involves corrective actions and consistent behaviour over time. By acknowledging the breach and taking steps to rectify it, leaders set a powerful example of handling conflicts and building resilience within a team.

8. Encourage Reciprocal Feedback

Fostering an environment where giving and receiving feedback is normalised and appreciated is essential for building trust. Leaders who encourage reciprocal feedback create a culture of continuous improvement where open communication is accepted and expected. This helps team members feel heard and valued and promotes accountability on both sides. Constructive feedback should be seen as a tool for growth rather than criticism, and leaders who model this mindset help their teams develop more vital communication skills and trust in each other.

9. Practice empathy

Empathy is at the heart of trust-building. Leaders who genuinely care for their team members’ experiences and emotions foster a sense of emotional safety. Active listening and empathy create an environment where people feel understood and valued, strengthening their connection to the team and leadership. When team members know their leaders genuinely care about their well-being, they are more likely to trust them, share their concerns, and contribute authentically. Practising empathy enhances relationships and makes trust sustainable in the long run.

10. Be Consistent in Your Actions

Consistency is one of the most critical factors in establishing trust. Leaders who demonstrate predictable behaviour, especially during times of stress, create a sense of stability for their team. When actions align with stated values, team members feel secure knowing what to expect. Inconsistent behaviour can cause confusion and anxiety, undermining trust and weakening team cohesion. To build trust that endures, leaders should ensure that their actions, words, and decisions remain consistent over time, reinforcing their commitment to the team’s success.

Building Trust Is Key

Building trust through Higher Self leadership is not just about applying strategies—it’s about embodying a way of being that radiates authenticity, self-awareness, and love. As neuroscience shows, trust is a biological and emotional experience that thrives in environments of safety and mutual respect. Higher Self leaders can build enduring trust within their teams by trusting themselves and leading with vulnerability, even when mistakes or challenges arise.

In moments of trust breaches, these leaders have the tools and awareness to repair trust with empathy and humility. Thus, moments of rupture are turned into opportunities for a deeper connection. Ultimately, Higher Self leaders foster a culture of trust that is felt and lived. By doing so, they create teams that thrive in any situation.

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I help leaders develop self- mastery, helping them to become confident in their own inner guidance.

I collaborate with leadership experts, managers and HR professionals to help them get their own message and unique services and products to a wide audience.

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