In a coaching relationship, a focus or goal is identified, and the coach and coachee work together to overcome a challenge or problem. Building trust as a manager and coach is crucial because trust creates the foundation for honest conversations, learning and growth. Without it, the coachee may be unwilling to be challenged by the coach. Likewise, the coach may hesitate to provoke or challenge existing mindsets and views. Communication can also suffer if either person holds back from being open and expressive.
I like this definition from the company, Core Strengths. Trust in a coaching relationship is:
“A belief in the reliability, competence, honesty, integrity, and positive intentions of your coach or coachee and the freedom to be real and vulnerable with your coach or coachee without being judged.”
A related perspective can be found in Employee Turnover: How Leaders Keep Their Best People, which explores why trust remains one of the strongest drivers of employee commitment and retention.
Why Trust Matters In A Coaching Relationship
Trust is essential in any coaching relationship. Without it, people are less willing to share concerns, explore challenges or consider alternative viewpoints.
If you are a leader wondering whether your team trusts you, the research suggests you may need to pay attention. In a 2023 global survey of more than 15,000 respondents, only 46% said they trust their manager to do what is right and only 32% trust senior leaders to do what is right.
These statistics are highly concerning given that trust is the basis of any relationship, including the employment relationship. We also know employees perform better when they trust their leaders.
How To Build Trust As A Coach
This section explores how you can build trust as a coach.
Many leaders are expected to manage performance while also supporting growth and development. Many leaders find this balance difficult, which is often where leadership coaching can help develop the skills needed to build stronger levels of trust.
The Trust Triangle
In 2020, Frances Frei and Anne Morriss developed the Trust Triangle while working with Uber to help the company rebuild trust. They identified three key components of trust: logic, authenticity and empathy.
They believe that whenever trust is damaged, the issue can usually be traced back to one of these three components.
| The Trust Triangle | Coach’s Perspective | Coachee’s Perspective |
| Logic: I know you can do it; your reasoning and judgement are sound. | I believe in your ability. Your idea has been explored and makes sense. | I trust your expertise because what you are asking or saying makes sense. |
| Authenticity: I experience the real you. | I can support you with your real issues and help you develop greater self-awareness. I appreciate the real you. | I can be myself. You create an environment where I don’t feel judged or shamed. This enables me to be open with you. |
| Empathy: I believe you care about me and my success. | I commit to understanding your situation by being curious and seeking to understand your point of view without judgement. | I feel that you are interested in me and my success. It feels like you care when you ask questions and develop genuine understanding. |
For a deeper exploration of this capability, visit Empathy at Work: An Essential Skill for Deliberate Leaders.
When Trust Breaks Down
There may be times when the coach or coachee’s perspective is not as positive as these examples. If this occurs, there is likely an issue with one, two or even all three components of the Trust Triangle.
Even one weakened component can damage trust and negatively affect the relationship. The slightest reduction in trust can make it difficult to communicate openly and work effectively together.
Unlike a traditional coach-coachee relationship, where the relationship may end more easily, workplace relationships involve ongoing interaction and shared responsibilities. With so much at stake, there are strong reasons to repair and rebuild trust. Leaving it unresolved rarely helps. In fact, it often creates an even larger trust gap.
If trust has become a challenge within your team, it may be worth taking time to discuss your leadership challenges and identify practical ways forward.
Frequently Asked Questions
Why Is Trust Important When A Manager Acts As A Coach?
Trust allows employees to be open, vulnerable and receptive to feedback. Without trust, coaching conversations are less likely to lead to meaningful growth or behavioural change.
What Are The Three Elements Of The Trust Triangle?
According to Frances Frei and Anne Morriss, trust is built through three elements: logic, authenticity and empathy. Weakness in any one area can reduce trust.
How Can Leaders Build Trust With Their Teams?
Leaders build trust by demonstrating sound judgement, showing genuine authenticity and taking a sincere interest in their team members’ success and wellbeing.
What Happens When Trust Is Damaged At Work?
Communication often becomes guarded, collaboration declines and coaching conversations become less effective. Trust issues should be addressed early before they widen.
Can Trust Be Rebuilt Between A Manager And Employee?
Yes. Trust can often be rebuilt through honest conversations, accountability, consistency and a commitment to understanding each other’s perspectives.
