I need you to trust me.
These words were a wake-up call for me. When one of my team members at Bacardi-Martini Portugal said this, I realized I was getting it wrong. I wanted to empower my team, yet I was unconsciously limiting them with too much control. This conversation changed the way I lead.
Culture shapes leadership and leadership shapes culture
Early in my career, I experienced how culture affects leadership style.
Working in Asia, I was in an environment where every decision required approval. My manager controlled everything, leaving no room for initiative or autonomy. I lost motivation and became frustrated. I wasn’t learning or growing. Eventually, I left and returned to Europe, determined to lead differently.
Years later, when I was leading in Portugal, I was the one creating the culture. That’s when my team member asked for trust, making me think: Was I truly enabling my team, or just micromanaging?
From that moment, I shifted my approach. We agreed on a clear yearly goal and a few key rules, but beyond that, he had full freedom. The results? He took ownership, stayed motivated, and led his team to success. He would ask for advice when needed, and I would challenge his thinking, but the decisions were his. Our trust led to better engagement, stronger relationships, and outstanding results.
Culture of order vs. culture of trust
Organizations tend to fall into one of two cultural models:
- Culture of order: Rules, hierarchy, and control are central. This ensures consistency, but limits creativity, slows decisions, and reduces motivation.
- Culture of trust: Autonomy, accountability, and empowerment drive performance. This creates engagement, innovation, and agility, but requires leaders who can let go of control.
I’ve experienced both. Today, at Impactified, trust is at the core. There’s no strict hierarchy, just two founders who support us. No micromanagement, no constant checking, just a shared vision and mutual accountability. It’s the most fulfilling working environment I’ve ever had.
The leadership question: How do you build trust?
Leaders set the tone for culture. A culture of trust comes from deliberate leadership choices:
- Define the what, not the how: Set clear objectives and guardrails, then let your team find their way.
- Trust first: Start with trust, not skepticism. Most people rise to meet the responsibility given to them.
- Challenge, don’t control: Ask the right questions, provide support, but don’t dictate.
- Create psychological safety: People need to feel safe to make decisions, take risks, and sometimes fail.
- Be the example: If you don’t trust others, they won’t trust you.
The culture you lead is the culture you build
Every leader shapes culture, intentionally or not.
Do you want a team that follows orders or one that takes ownership? Do you want compliance or commitment?
If you want to build a culture of trust, it starts with you.
When have you experienced the difference between a culture of order and a culture of trust? How did it impact your work?
Share your thoughts in the comments!
