Build a Trust Foundation – Nurture Confidence Through Change

Part 2 of 5 in the Trust Series
Read Part 1 Here

TLDR Summary:

Trust grows when confidence is protected during times of change. Leaders who recognize the emotional cost of transition and intentionally affirm their team's worth—beyond performance—create safety, loyalty, and resilience. Confidence is the fuel that keeps your trust engine running.

Change Doesn’t Have to Erode Confidence

Change is inevitable in leadership. Whether you're introducing new systems, welcoming new team members, or steering through downsizing or realignment—uncertainty will test the team's sense of identity and value.

Picture this: A high-performing team member thrives in a specific workflow. Suddenly, a new system rolls out. Productivity stalls. Doubt creeps in. What was once mastery now feels like fumbling. This isn’t about resistance. It’s about fear—fear that their confidence won’t survive the transition.

Great leaders spot this early and choose to lean in.

Confidence Is Fragile—But It’s Also Rebuildable

In moments of change, leaders must make a conscious decision:
Do I protect my team’s confidence or push forward regardless of emotional fallout?

Confidence doesn’t mean always knowing the answer. It means trusting you’ll figure it out—and that your value isn’t up for debate when things go wrong.

Simon Sinek once said, “Leadership is not about being in charge. It’s about taking care of those in your charge.” That’s never more true than when a team is shaken.

Practical Ways to Nurture Confidence Through Change

1. Normalize the Discomfort

Start by giving your team language for what they’re feeling. Say it aloud:
“This is new. It’s okay if it feels awkward right now.”

Why it matters:
Naming discomfort reduces shame. It signals that growing pains are not only expected—they’re respected.

2. Anchor to Identity, Not Output

Remind people who they are beyond what they do. For example:
“You’ve always brought thoughtfulness and care to our work—none of that changes because the tools are new.”

Why it matters:
When outcomes fluctuate (as they often do during transitions), identity is what steadies the ship.

3. Recognize Effort, Not Just Results

Celebrate attempts. Notice progress. Acknowledge the courage it takes to try.

Say:
“I saw how you stayed with that new platform today, even after the glitch. That resilience matters.”

Why it matters:
Rewarding resilience over perfection keeps momentum alive.

4. Stay Present and Available

Your presence builds assurance. Check in—especially with those who aren’t asking.

Ask:
“How are you feeling about this shift? Is anything surprising or frustrating that I might help with?”

Why it matters:
Silent struggles erode trust. Open doors repair it.

Trust and Confidence Go Hand in Hand

Let’s be clear: You can’t have deep trust on your team if people are scared to be seen failing.

Confidence is the soil where trust grows.

When you commit to nurturing confidence—especially when it’s easier to stay silent—you become the kind of leader others want to follow.

Ask Yourself

• Do I reward perfection or progress?

• Have I affirmed my team’s value in the past 30 days?

• Who might need encouragement that I’ve overlooked?

This article was brought to you by Avery, Day Development’s AI-powered leadership companion. We’re embracing the future of technology to deliver bold, relevant insights that provide meaningful, actionable information for today’s leaders.