Building Trust: Six Principles for Stronger Relationships

SLED TV
May 28
6 min read

Why Trust Is the Foundation of Effective Leadership

In every corps, boardroom, or family table, one thing shapes the strength of relationships more than any other: trust. It’s not just a feel-good concept. Trust is the foundation of effective leadership, healthy workplace culture, and lasting interpersonal relationships. When people feel safe, heard, and valued, they contribute more fully and connect more deeply.

For those pursuing leadership development or guiding others in their spiritual and professional growth, learning how to build long-term trust is essential. Whether you’re leading a ministry team, supporting a peer, or mentoring youth, your ability to communicate effectively and respond with care can strengthen or erode trust in a single moment.

This blog introduces six key principles explored in our “Building Trust” training—a high-level leadership development resource offered by The Salvation Army’s SLED. These principles help leaders interpret difficult behaviors, stay calm under pressure, and foster trust through everyday communication.

Let’s explore how great leaders create stronger relationships—one conversation at a time.

1. Recognize the Root of Difficult Behavior

Difficult behaviors—defensiveness, withdrawal, aggression—rarely appear without cause. Often, they’re symptoms of deeper fears: fear of judgment, fear of failure, fear of being misunderstood or excluded.

In the context of ministry and workplace culture, these behaviors can surface in volunteers, colleagues, or team members who don’t feel psychologically safe. Instead of reacting to the behavior alone, effective leaders ask: What’s underneath this?

Interpreting these responses with empathy is the first step toward building trust. When a team member seems disengaged, a trust-building leader might gently ask, “How are you doing today?” or “Is something weighing on you?” This simple invitation to open dialogue signals care and reduces tension.

Understanding the cause behind the behavior helps leaders respond with wisdom instead of frustration. This approach builds a more compassionate, resilient team environment.

2. Learn to Stay Calm Under Pressure

In high-pressure moments, the way a leader reacts can either escalate the situation or help de-escalate it. Whether you’re navigating a tense team meeting, a conflict between volunteers, or a disagreement with a peer, remaining calm is essential to effective leadership.

Staying composed doesn’t mean avoiding emotion—it means managing your own reactions so others feel safe. Body language, tone of voice, and eye contact all communicate something, especially when tensions rise. Are you signaling openness or defensiveness?

When you stay grounded, others are more likely to mirror that steadiness. Great leaders model emotional regulation, helping teams weather stressful moments without losing connection or clarity.

In our SLED leadership training, we encourage participants to create a personal strategy for staying calm: breathing exercises, silent prayer, or a pause before responding. Over time, these small choices build trust and set the tone for open and honest communication.

3. Use Communication Techniques that Foster Trust

All words matter, but the way you communicate them matters more. Strategic communication techniques—such as reflective listening, asking open-ended questions, and summarizing what you’ve heard—help create mutual respect in both casual and formal conversations.

Common tools used in “Building Trust” trainings:

Use eye contact and an open posture to show attentiveness.
Reflect back key points to show you understand.
Ask clarifying questions instead of making assumptions.
Choose your words with intention—be specific, not vague.

These techniques make everyone feel heard and respected. When people feel acknowledged, their sense of connection increases, and workplace relationships strengthen.

Remember: You’re not responsible to solve every issue in one conversation. But communicating effectively and listening with care keeps the door open for long-term relationship growth.

4. Be Consistent in Your Words and Actions

Consistency is one of the clearest signs of integrity—and a powerful trust-building tool. When leaders do what they say they will do, when they follow through on commitments and communicate transparently, trust deepens naturally.

Inconsistent behavior—like saying one thing in a meeting and another behind closed doors—damages interpersonal relationships and weakens a team’s sense of stability. Great leaders know that their character is revealed not just in big decisions, but in everyday habits.

Here’s how consistency shows up in action:

You speak with the same level of respect whether addressing a peer, a supervisor, or a team member.
You apply team policies fairly and communicate changes clearly.
You show up prepared and present.

At a higher level of leadership, consistency becomes even more crucial. It demonstrates that you are reliable—not only as a leader, but as a partner in ministry and mission.

5. Model Empathy and Emotional Intelligence

People will remember the experience you made them feel. Empathy—being able to recognize and validate someone else’s experience—is not a weakness in leadership. Empathy is one of the most vital tools in a leader’s toolkit.

When team members feel emotionally safe, their engagement rises. They ask questions more freely, contribute ideas without fear, and offer honest feedback. SLED leadership equips participants to recognize emotional cues and respond with discernment.

Here’s how great leaders practice emotional intelligence:

They notice body language and shifts in tone.
They validate emotions without dismissing them.
They don’t rush to fix—they reflect first, act second.

Whether you’re navigating a one-on-one mentoring conversation or leading a group discussion, empathy allows people to be fully human. And when people feel seen, they trust more deeply.

6. Engage in Open Dialogue That Strengthens Relationships

Open and honest dialogue doesn’t mean oversharing or confronting every issue immediately. It means fostering a culture where people feel safe to speak the truth in love (Ephesians 4:15).

In SLED leadership training, we teach that every conversation has the potential to either build or erode trust. The way you give feedback, ask for clarification, or share your thoughts matters. High-level communication requires courage and compassion.

Ways to cultivate open dialogue:

Set clear expectations for communication within your team.
Invite feedback—even when it’s hard to hear.
Clarify intentions before offering critique.
Show grace when others are vulnerable.

When employees feel they can speak openly without fear of backlash, your team culture shifts. Trust grows. Collaboration deepens. And the entire group moves forward together.

Real-Life Example: A Trust Breakdown—and How to Rebuild It

Scenario: A staff member consistently misses deadlines and becomes defensive when asked about it. Tension builds among the team, and communication grows strained.

An ineffective leader might respond with frustration or punitive measures. But an effective leader, equipped with trust-building strategies, pauses and reframes. They meet with the staff member privately, use calm and respectful tone, maintain open body language, and ask: “I’ve noticed a few missed deadlines—can you help me understand what’s been going on?”

By focusing on the person’s experience rather than just the outcome, the conversation opens. The employee may share about a personal situation affecting their workload. Together, they form a plan. Trust begins to rebuild—not because the issue was ignored, but because it was addressed with dignity and care.

This is what higher level leadership looks like. It transforms conflict into collaboration and turns obstacles into opportunities for growth.

SLED Leadership: Supporting Leaders to Build Stronger Relationships

At The Salvation Army, we believe that effective leadership is shaped not only by experience or education, but by how you build and maintain trust. That’s why our SLED initiative offers targeted leadership development designed for those ready to grow.

Our “Building Trust” training is available to local divisions, area commands, corps officers, and staff teams who want to improve their communication skills, enhance workplace relationships, and create a culture of understanding.

Whether you’re new to leadership or ready to step into a high-level role, this training offers practical tools that help you communicate effectively, foster trust, and lead with integrity.

Want to bring “Building Trust” to your team?

Reach out to your divisional or territorial SLED contact to learn how to partner with us.

Stronger Relationships Begin With You

Trust isn’t built in a day—but it’s strengthened in every conversation, every promise kept, and every moment of grace. When you listen well, communicate with empathy, and lead with consistency, people notice. They feel safe. They feel seen. And they trust you to lead.

Whether you’re guiding a team through change, mentoring a young leader, or simply trying to improve a work relationship, remember: great leaders don’t just manage people—they build trust that lasts.

Ready to grow?

SLED leadership is here to support you every step of the way.