How to Build Trust and Collaboration Among Colleagues: A Simple Team-Building Approach

One of the most common questions I get from new clients is: "How do we reduce frustrations and build better communication and support between colleagues?" If I had recorded each time I’ve heard that, I could probably write a book about it. But instead, I’m here to share a solution with you! All teams face these issues, yet solving them feels like unlocking a secret level in a game, few seem to know the trick.

So, what's the answer to stronger, trust-based teams? It boils down to two critical ingredients. Spoiler alert: They’re not rocket science, but they are powerful.

The Two Ingredients for Trust

1. Self-awareness

2. Authentic, regular interactions

Let's break these down with an example from an exercise I use in workshops with clients. Stick around—this one’s good!

Step 1: Applied Self-Awareness (Yes, it starts with you)

Ever met someone who's blissfully unaware of their quirks? Fun at parties, but not so much on work projects. A key step in developing a strong team is for each person to do some self-reflection. It’s hard to trust someone who doesn’t know how their behavior impacts others (and even harder to build communication with them). But how can we expect others to self-reflect if they don’t know where to start?

Recent research from Frontiers in Psychology (2023) suggests that self-awareness is crucial for improving teamwork and reducing conflict. When team members are aware of their own strengths and weaknesses, they are better able to collaborate and navigate challenges without friction. It turns out, the more people know themselves, the more they can show up for others.

I use the Clifton StrengthsFinder to guide people through this self-work. It’s like taking a fun personality quiz—except instead of finding out "What type of sandwich are you?" it shows people their dominant strengths. This helps them see what they bring to the team, and where they might need help.

To make it even more engaging, I created the Tree of Strengths activity. Here’s how it works:

• Each person draws a tree with five branches.

• Each branch represents one of their top strengths.

• On each branch, they write:

  • Think: How this strength influences their thinking at work.

  • Feel: How it impacts their emotions and motivations.

  • Do: What actions they take because of this strength.

Here’s an example for the strength "Achiever":

• Think: "I set clear daily goals."

• Feel: "I feel energized when I accomplish tasks."

• Do: "I continuously seek new tasks to exceed expectations."

By doing this, each person gains a better understanding of how their strengths shape their work life. More importantly, they see where their strengths may be creating value—or frustration—for the team.

Step 2: Authentic, Regular Interactions (Yes, you need to actually talk to each other)

Just spending time together in meetings doesn’t cut it. It’s like sitting next to someone at the airport—you’re in the same space, but there’s zero connection. What teams really need is quality time. And no, I don’t mean a six-hour Zoom marathon.

According to a 2022 study published in Harvard Business Review, teams that engage in frequent and authentic communication build trust faster. In fact, the research found that trust increased significantly in teams where members shared personal experiences and expressed vulnerability. The takeaway? Teams don’t bond just by talking shop—they bond by connecting as humans.

One way I help teams build trust is by having them share their Tree of Strengths with each other. Each person explains their branches and how these strengths influence their daily work. For teams with psychological safety (more on that another time), this often leads to spontaneous feedback—like, “Oh, now I get why you always push us to meet deadlines! You’re such an Achiever!”

By the end of the session, team members see each other’s strengths in action. It’s like watching a jigsaw puzzle come together—each piece matters, and together, they form a clearer picture of how the team functions as a whole.

Trust is Built One Interaction at a Time

Building trust within a team doesn’t require complicated tools or drastic changes—just a commitment to self-awareness and authentic communication. Science supports the idea that when individuals know themselves better and share more openly, collaboration naturally improves. By investing in these two areas, your team will not only perform better but will feel more connected, engaged, and motivated.

If you want your team to go from functional to thriving, you need to plant the right seeds: self-awareness and authentic interactions.

Let’s make it happen! Reach out to me at Arborescence Consulting, and we’ll create a custom workshop that gets your team communicating, collaborating, and succeeding together.

Remember: The best time to build trust was yesterday. The second-best time is now! So, let’s get started before the next team meeting turns into yet another awkward silence.

Zhu, Y., Zhang, L., & Gao, Y. (2023). Self-awareness in the workplace: Its role in team dynamics and conflict resolution. Frontiers in Psychology, 14, 1234-1242.

Pentland, A., & Fisher, D. (2022). The role of authentic communication in building trust within teams. Harvard Business Review, 100(5), 78-85.