Trust is the glue that holds great teams together, but it’s the missing element too often. Without it, conversations get muddled, teamwork stalls, and people check out—mentally or for good.
Employees hesitate to share ideas, silos form, and team members operate from a place of self-protection rather than a shared purpose. Over time, these patterns chip away at morale and performance, leading to higher turnover and a weaker organizational culture.
Traditional leadership initiatives often focus on building trust from the top down. While strong leadership is essential, trust must also be cultivated at every level. One of the most effective ways to do this is by helping team members better understand themselves—and each other using personality insights.
When people truly get each other—how they communicate, make decisions, and handle pressure—conversations flow easier, feedback lands better, and trust takes root in the small, everyday moments that shape a team’s culture.
The root of team trust issues: Misinterpretations and misalignment
Workplace tension rarely results from bad intentions—it typically results from misunderstandings. It’s easy to assume others see the world as we do, but when perspectives clash, frustration creeps in, and trust erodes.
- A direct communicator may think they’re efficient, while a teammate perceives them as harsh.
- Someone who processes feedback internally may seem disengaged to a more expressive teammate.
- A leader who thrives in ambiguity might view a structured colleague as rigid, while the structured colleague sees them as disorganized.
Without a shared understanding of personality differences, small disconnects accumulate, creating friction that erodes team dynamics. For instance, Google’s Project Aristotle found that psychological safety—the freedom to take risks, ask questions, and show up authentically—is the top factor in high-performing teams.
When trust is low, employees hold back, silos form, and engagement takes a hit. In fact, research shows that employees at high-trust companies report 76 percent more engagement and 50 percent higher productivity, while those in low-trust environments experience more stress and burnout.
Why teams struggle to build trust today
Many organizations attempt to strengthen trust through training programs, team-building activities, or leadership development initiatives. While these efforts provide valuable frameworks, they often fall short because they:
- Focus on one-time events rather than ongoing, daily reinforcement.
- Take a one-size-fits-all approach instead of addressing individual differences.
- Rely too heavily on managers, who may not have the time or tools to personalize coaching for each employee.
For trust to be truly sustainable, teams need practical strategies to help them navigate real-world interactions, especially when stress and pressure rise.
How personality insights strengthen teams
Trust isn’t built overnight—it’s created through consistent, positive interactions that reinforce psychological safety. One of the most effective ways to cultivate trust is through increased self-awareness and other-awareness, which allows team members to understand and appreciate different work styles.
- Self-awareness helps individuals recognize communication tendencies, stress triggers, and decision-making styles. This reduces unconscious bias and helps employees take ownership of their interactions.
- Other awareness allows teams to anticipate how colleagues react in different situations, reducing misalignment and frustration. Instead of assuming intent, employees learn to ask, adapt, and collaborate more effectively.
- A shared language for understanding differences helps teams shift from making assumptions to fostering curiosity and connection. Assessment tools like DISC, Enneagram, StrengthsFinder, and 16 Types (MBTI-based) provide a framework for recognizing individual differences and minimizing conflict.
When insights about yourself and your teammates are readily available—rather than buried in PDFs or saved for pieces of training—teams can use them in honest conversations, decisions, and challenges.
Practical strategies to use personality insights to build trust
Strengthen self-awareness to improve team dynamics
People often assume their way of working is the “right” way, leading to unnecessary tension. By helping employees identify their communication and leadership styles, teams can reduce knee-jerk reactions and build greater understanding.
Try This: Instead of siloed training, use tech-powered digital coaching to scale development across the entire team.
Use Personalized Coaching Nudges to Reinforce Learning
Rather than relying on a single training session, teams can also benefit from continuous reinforcement of trust-building behaviors. Small, just-in-time coaching insights embedded in workplace tools can be helpful reminders.
Try This: Provide ongoing, personalized insights inside the tools your team already uses. These nudges remind employees to adjust their communication style or approach conversations with curiosity rather than assumptions.
Position conflict as a catalyst for stronger team trust
Conflict is not necessarily a sign of dysfunction—it’s an opportunity to build deeper trust if teams know how to navigate it well. Misalignment and misunderstandings happen, but when people can recognize the “why” behind someone’s reactions, they’re less likely to take things personally and more likely to find common ground.
Try This: The next time tension arises, encourage team members to pause and reframe the situation. Instead of assuming intent (“They’re being difficult”), consider motivation (“What is important to them at this moment?”).
The future of trust in teams
In a workplace where change is constant, teams that prioritize understanding, adaptability, and trust will outperform those that operate in silos. Organizations that embrace continuous, personality-driven coaching will foster higher-trust teams, stronger collaboration, and greater innovation.
