Dr. Sam Adeyemi, author of “SHIFTS: 6 Steps to Transform Your Mindset and Elevate Your Leadership”
Many of today’s offices aren’t offices at all; the steady growth of hybrid and remote work has cut down on the face-to-face interactions that once drove productivity. In this disconnected world, trust has become the invisible force holding teams together — or failing to. When we no longer see one another in offices, cubicles, and hallways, it becomes far easier to phone it in, take a shortcut, or worry about it later. With these temptations always at hand, the true test of leadership lies in whether people still show up — mentally, emotionally, and ethically — when no one is watching.
February 20 may be National Leadership Day, but one thing is true every day: Titles don’t build trust; actions do. Every professional, regardless of position or experience, has the opportunity to lead from where they are by modeling reliability, openness, and consistent effort — all qualities that sustain collaboration and workplace culture across screens and time zones.
Over three decades of coaching leaders around the world, I’ve found that the most effective ones make a series of SHIFTS — my catchword for mental and behavioral adjustments — that strengthen trust, even when distance makes it easy to cut corners.
Here’s how you can apply those same principles to your own team.
1. See — Clarify What Trust Looks Like.
Leaders often assume everyone shares the same definition of trust. In reality, it’s highly contextual. Begin by clarifying what trustworthy behavior means for your team: meeting deadlines, turning cameras on during key meetings, responding promptly, or sharing honest feedback even when it’s uncomfortable.
When you discuss trust as a tangible part of your workflow, rather than a vague ideal, you make it something employees can measure — and therefore, something they can improve on.
2. Hear — Listen for What Isn’t Being Said.
Remote settings can sometimes hide important nuance. A colleague’s silence in a chat may mean disengagement — or it may mean they’re overloaded, confused, or frustrated. In the absence of regular real-world contact, teammates may not have enough experience with each other’s moods, tics, and communication styles to truly understand one another — which means things that could once be assumed must now be made explicit. Practice “hearing between the lines” by asking concrete questions such as: “What obstacles are slowing you down? What can I do by close of business today to support you? Are you being quiet because you agree or disagree?”
Empathetic listening communicates care. And care, expressed consistently, becomes the foundation of loyalty.
3. Insight — Examine the Beliefs Driving Behavior.
Mistrust often stems from unseen assumptions: “If I can’t see my employees, they’re probably slacking,” or “Leaders only care about results, not effort.” These beliefs are corrosive to a healthy culture. Reflect on what stories you — and your team — tell yourselves about one another.
To combat this, replace suspicion with true insight. You can do this by insisting that all members of the team learn to assume positive intent until proven otherwise, and never lead with an accusation if you haven’t yet asked a question. When leaders interpret data through the lens of curiosity instead of control, they inspire accountability rather than fear.
4. Formulate — Create Systems That Reinforce Integrity.
Creating a high-trust team that communicates well, embraces vulnerability, and has each other’s back is only a start: Good intentions fade without a supporting structure. Once trust is achieved, you’ll need to translate that trust into repeatable, scalable systems: transparent goals, clear deliverables, free-flowing information, and intentional communication.
These frameworks make consistency visible. They also protect relationships by reducing ambiguity — because nothing erodes employee trust faster than being criticized for failing to deliver on tasks that were never clearly articulated in the first place.
5. Transform — Model What You Expect.
Remote employees, like anyone else, tend to mirror the energy they receive. If you habitually show up prepared, meet deadlines, and communicate with empathy, your team learns that excellence is the norm, not the exception.
Transformation begins when leaders intentionally model the culture they’re building — including accepting their own accountability to the team. Demonstrating humility, admitting mistakes, and keeping promises all have a compound effect, creating a virtuous cycle of ever-increasing trust and accountability.
6. Succeed — Celebrate Reliability as Much as Results.
Many organizations reward only high performance, not dependability. Yet in distributed teams, reliability is a crucial part of team performance. Make it a point to highlight employees who consistently follow through, collaborate well, and elevate others by their consistency.
Consistent recognition of those who embody your company values transforms trust from an abstract virtue into a daily practice. Over time, those celebrations build momentum — and people begin holding themselves to the same standard without the need for constant oversight.
The Hidden Dividend of Trust
When trust thrives, efficiency skyrockets. Meetings shrink, approval chains shorten, and creativity expands. Employees who feel trusted reciprocate with ownership; they don’t just complete tasks when assigned, they proactively seek and solve problems.
This is especially critical for small businesses and startups, where every hour and idea matters. A culture rooted in trust multiplies limited resources and attracts people who stay for meaning, not just money.
In a remote world, the leaders who will stand out are those who prove they understand — day after day — that leadership is not a position; it’s a pattern.
Dr. Sam Adeyemi is CEO of Sam Adeyemi, GLC, Inc. and founder and executive director of Daystar Leadership Academy (DLA). He is the author of “SHIFTS: 6 Steps to Transform Your Mindset and Elevate Your Leadership” (Wiley) and “Dear Leader: Your Flagship Guide to Successful Leadership.” He holds a Doctorate in Strategic Leadership from Virginia’s Regent University, and is a member of the International Leadership Association. Learn more at SamAdeyemi.com.
