As Simon Sinek rightly puts it, “A team is not a group of people who work together. A team is a group of people who trust each other.” So the question every business leader should be asking is “How do I make sure that I build a trusting team?” What I find mind boggling is that all family business owners, leaders and managers want the benefits of a trusting team – they want teams that take up responsibilities seriously, that perform better, that truly help each other. Yet then, through their decisions, they foster a culture that erodes trust. One such pivotal behaviour is hoarding information. Many family business owners run with the notion that sharing information about their business, its performance and goals is bad and that is sharing too much and persons on your team can use that against the family business. But how can you build a trusting team, which is the basis of team performance, if you erode trust? It is impossible. This is a risk leaders must take.

Yet I still see many family business owners who do not want to take these risks and that means that ultimately the culture they are fostering is one of mistrust. In a culture of mistrust, performance goes out of the window. Micromanaging is normally ever present. For performance to grow and improve, people have to feel safe. Safe to take risks, safe to do mistakes, safe to get out of their comfort zones and do more. When they do not feel safe, they will work to preserve and defend themselves and so their priorities become those of hoard information, take credit for others’ efforts and avoid accountability. No wonder that in such cultures employee turnover is very high.

A great book every family business owner and leader should read is called “Trust and Inspire” by Stephen Covey. Covey proposes a bold yet elegant solution: a fundamental shift from “command and control” to a leadership style built on “trust and inspire.” This isn’t merely a change in tactics, but a complete paradigm shift in how we perceive both people and leadership. Covey challenges the deeply ingrained beliefs that have shaped management for decades, advocating instead for a philosophy that recognises the inherent creativity, collaborative spirit, and vast potential residing within every individual.

At the heart of Trust and Inspire lies a powerful belief: people yearn to be led, not managed. They crave leaders who trust in their abilities, ignite their passions, and empower them to reach their full potential. When leaders embrace this philosophy, they unlock a wellspring of inspiration, driving individuals to not only produce their best work but also to become the best versions of themselves.

This transformative approach to leadership is not just a lofty ideal; it’s the key to thriving in the future of work. As remote work and dispersed teams become increasingly common, success hinges on fostering trust and collaboration across cultures, personalities and technological divides. The philosophy of Trust and Inspire is a call to action. It’s an invitation to embrace a radical shift in how we lead, one that replaces outdated models based on exclusion and control, with a powerful approach rooted in trust, inspiration, and a belief in the extraordinary potential that resides within us all.

It is for this reason that when formulating the accredited course at MQF Level 5 – Award in Leading a Family Business, we have dedicated a full Module on Strategic Thinking, Planning and Implementation. Strategic Implementation can only be possible if it can rest on leadership, teamwork and strong communication, with trust being the backbone of all this. During this course we train participants in how to build high performing teams to achieve strategic goals. Click HERE to read about this Award in Leading a Family Business Course and to REGISTER.