I have the credentials, I have the best education, and foreign qualifications, but my staff members in my hospital just don’t see all that. They keep treating me like I don’t exist, Its more like they don’t even trust me, or they don’t know me well. How can I earn my team trust as a leader.

So Miriam was recently promoted to become the head of the Surgical department at a busy metropolitan hospital here in Dubai. Of course, with her foreign degrees, and certifications, having studied in Harvard University, she felt her team members in her department  would love her, and just trust her decisions.

She had worked her way up the ranks — respected for her clinical brilliance, known for her work ethic. But three months into the new role, she was confused.

Meetings were just dry, Team members avoided eye contact. A few began second-guessing her clinical recommendations in front of junior staff. Morale dipped. Absenteeism subtly increased. Even her most dependable staff were now distant. She overheard whispers: “She’s competent, but cold… She doesn’t really get us.”

Mariam couldn’t understand it. She was focused on optimizing surgical turnaround time, reducing patient backlog, and introducing evidence-based protocols. Why wasn’t the team responding?

 

What she failed to realize was this:
She was just leading with systems, but not with people in mind. She had assumed that trust came with her title — but in reality, trust needed to be earned.

Leadership — especially in high-pressure healthcare environments — goes beyond smart decisions or excellent credentials. It’s about connection, safety, and belief. And if your team doesn’t believe in you, they won’t fully commit to the mission — no matter how good your plan is.

In many hospitals, this same scenario plays out quietly. The problem isn’t lack of strategy. It’s a lack of trust in leadership.

And trust? It doesn’t come in a welcome package.
It’s built intentionally — over time, in small moments, through consistent choices.

In this post, we’ll explore the subtle signs your team may not trust you yet, why that happens (even to good leaders), and how to begin rebuilding and earning your team’s trust as a leader.

Lets go

Signs your Team members don’t trust you yet

You may be setting goals, introducing new processes, and leading from the front. But if your team hasn’t bought into your leadership emotionally, their behavior will show it — subtly at first, then systemically. Here’s how to tell:

1. Meetings Are Silent or Superficial

If your team shows up but doesn’t speak up, that’s a red flag. Silence often doesn’t mean agreement — it means hesitation. You may notice head nods, polite affirmations, or vague “that sounds good” responses, but no one volunteers ideas, feedback, or concerns. This passive compliance usually means:
“I don’t feel safe enough to speak my mind.”

Sometimes you might see sidetalks or even have people glued to their phones, all of these speaks a message

In healthcare, where speaking up can mean the difference between safety and risk, this silence can be dangerous.

2. They Wait to Be Told What to Do

Your team might stop taking initiative. They may follow your instructions to the letter but avoid ownership. Why? Because they don’t believe you’ll back them up if things go wrong.

They’re probably thinking:
“I’d rather do exactly what I’m told than risk making a decision that gets criticized.”

All of these are characters you should watch.

 

3. Difficult Conversations Don’t Happen

When everyone tries to avoid Critical conversations about team dynamics, patient feedback, or workflow issues, then there is a problem to tackle. You find out about problems late — or not at all — because people don’t feel safe bringing them to you.

If your team feels you’ll get defensive or dismissive, they’ll keep important truths to themselves.

These are issues that you should not overlook

 

4. Little Resistance to Change

Have you observed that colleagues don’t do things immediately, projects are lagging, and all you keep hearing is “We’re still working on it,” “I didn’t think it was urgent,”

They just don’t have the vibe to keep the work going, so they murmur or drag the work.

 

5. They Seek Validation Elsewhere

Instead of coming to you for feedback or support, team members consult peers, former managers, or even external mentors. While cross-collaboration is healthy, consistent external validation-seeking means they don’t view you as a dependable source of guidance.

If you see any of these signs, don’t panic there are remedies to it

Lets now move on to the part of how to get your team members to trust you

 

How To Get Your Team Members to Trust You

 

1. Be Human First, Leader Second

People don’t trust titles. They trust people.

When taking decisions think about the situations of your team members, know if it will be possible and convenient. Don’t take decisions without getting the sincere inputs of your team members.

When leaders pretend to be perfect, they create distance. But when you show humanity — not weakness, but openness — it bridges that gap. Share stories of when you failed and what you learned. Admit when you don’t have all the answers. Empathy builds relatability.

So in your relationship with your team members stop acting perfect, show that you are human and that mistakes can happen.

With this they feel free to say their mind, without thinking of getting fired or getting backlashes

 

2. Say What You Mean, Do What You Say

Credibility is built one consistent action at a time. When leaders make promises they don’t keep — even unintentionally — team trust erodes.

• Don’t ask for honest feedback if you penalize the people who give it.
• Don’t advocate transparency and then make all decisions behind closed doors.

Trust is not what you say — it’s what people experience from you consistently.

 

3. Create Psychological Safety

If team members are afraid to speak up, make mistakes, or share new ideas, they won’t trust you.
Leaders who build safety actively create space for dissent, questions, and dialogue without fear of judgment or retaliation.

 

4. Recognize and Elevate Others (Publicly and Privately)

A leader who makes others feel seen earns respect. Recognition should be:

• Frequent (not just during performance reviews)

• Specific

  (“Great job” is okay, “You handled the patient’s family concerns with compassion and clarity” is better)

• Public when appropriate — Celebrate small wins during meetings or newsletters.

Also: advocate for your team’s growth. Recommend them for leadership courses. Invite them to strategic meetings. Champion them beyond their job description.

 

6. Explain the “Why” Behind Decisions

If people don’t understand why you’ve chosen a path, they will assume the worst or resist by default.
Whether you’re introducing a new protocol or shifting responsibilities, take a few extra minutes to explain the reasoning behind it. Bring your team into the thought process.

This builds inclusion and reduces uncertainty — a major trust killer in leadership.

 

Conclusion

Earning trust as a leader comes from the little actions that you may think does not matter. But when you have a few persons to guide, don’t always try to behave like you are perfect. Show humanity too

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