Picture this: a newly formed team, a blank slate of a school, and a vision to create something extraordinary. That was my reality during my first headship. We were tasked with setting up a brand-new Pupil Referral Unit (PRU). None of us had prior experience in such a setting, and to make it even more daunting, we had minimal resources. But what we lacked in experience and equipment, we made up for with sheer determination and a shared drive to support our pupils.
In those early days, our team was small but mighty. We faced challenges that tested our resilience, from navigating the unfamiliar territory of the PRU landscape to figuring out how to stretch our limited resources. Despite this, we bonded. We celebrated the small wins, supported each other through the setbacks, and quickly developed a real sense of team. It was our unwavering trust in one another that laid the foundation for our success.
Why Trust Matters in Leadership
Trust is the cornerstone of any successful team. Without it, even the most skilled and experienced staff will struggle to collaborate effectively. When trust exists, people feel safe to take risks, voice their ideas, and seek help when needed. It creates an environment where creativity and problem-solving can thrive.
As a leader, building trust isn’t just about being reliable or competent—although those things matter. It’s about showing your team that you see them as individuals, that you value their contributions, and that you’re committed to their growth and well-being.
How to Cultivate Trust in Your Team
Building trust doesn’t happen overnight, but small, consistent actions can create a ripple effect. Here are some strategies to help you foster trust and rapport in your team:
1. Lead by Example
Your team will take cues from you. Be transparent about your decisions, admit when you’ve made a mistake, and follow through on your commitments. Authenticity breeds trust. While doing this, observe how others respond. Are they equally transparent? Do they follow through on their commitments? Use these cues to gauge who you can trust.
2. Communicate Openly and Often
Keep your team informed, even when the news isn’t great. Regular updates and open lines of communication show that you value honesty and inclusion. When it comes to senior leadership, ask for their input and listen actively. This not only builds trust but also helps you assess their expertise and alignment with the team’s goals.
3. Invest in Relationships
Take the time to get to know your team members as individuals. What are their strengths? What challenges are they facing? Showing genuine interest in their lives kn and out of work builds connection. For senior leadership teams, schedule regular one-on-one meetings. Use these as opportunities to understand their priorities and to see how they approach problem-solving.
4. Celebrate Wins—Big and Small
Recognition matters. Whether it’s a quick thank-you in a meeting or a shout-out in an email, acknowledging contributions boosts morale and strengthens bonds. Pay attention to how team members react to recognition. Those who celebrate the team’s success are often the ones who prioritise collective goals over individual gain.
5. Be Present and Approachable
Leadership can be isolating, but it’s important to stay accessible. Make time to check in with your team and actively listen to their feedback and concerns. For senior leaders, create a culture where they feel safe to challenge ideas constructively. This will reveal who is invested in the school’s success and who might need additional support to align with the team’s vision.
How Do You Know Who to Trust?
As a new leader, it can be daunting to determine who in your team to trust. Start by observing behaviours. Trust is built on consistency. Who consistently delivers on their promises? Who communicates openly and constructively? Pay attention to how your team interacts with one another—those who foster collaboration are often reliable allies.
When it comes to your senior leadership team, trust is especially critical. Begin by establishing clear expectations and shared goals. Have candid conversations about priorities and values. Over time, their actions will speak louder than words. Be patient and give trust the chance to grow organically through shared experiences and achievements.
A Lesson from My First Team
Looking back, I realise that the trust we built as a team during those early days of my headship was the glue that held us together. We were far from perfect, but our shared commitment to our pupils and to each other made all the difference. By creating a culture of trust, we turned what could have been a daunting challenge into an incredible opportunity for growth—both for our students and for ourselves.
Who Can Support You as a New Leader?
When I joined a new school, I was often assigned a “buddy”—another headteacher to lean on and learn from. While this was a good idea in principle, the reality was often less effective. Both of us were busy with our day-to-day responsibilities, and the different contexts of our schools made it hard to relate fully. Then there’s the matter of professional pride, which can sometimes get in the way of truly opening up.
You might have a school improvement partner or advisor; and of course there is your Chair of Governors, but their role is ultimately subjective, as they often have a vested interest in a particular narrative about your school’s performance.
That’s why having an external coach or mentor can be transformative. A coach provides an objective, open, and supportive space to explore your challenges and aspirations. They’re not there to judge or direct but to guide and empower you. Whether you’re navigating tricky staff relationships or simply finding your footing, a coach can be the listening ear and trusted guide you need to feel confident and capable as you step into leadership.
If this resonates with you, I’d love to explore how coaching could support your leadership journey. Trust and rapport start with the right support—and you don’t have to navigate this alone.
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