Rebuilding Trust After Rejection in Negotiations

Trust collapsed after one missed deadline They delivered millions in savings together. Then one critical project failed. I watched my client Sarah's (have seeked their permission and changed their name for confidentiality) team transform from celebrating quarterly wins to exchanging terse emails within weeks. During our first coaching session, they sat at opposite ends of the table, avoiding eye contact. "We used to finish each other's sentences," Sarah confided. "Now we can barely finish a meeting without tension." Sound familiar? This frustration isn't about skills—it's about broken trust. In The Thin Book of Trust, Charles Feltman provides the framework that helped us diagnose what was happening. Trust, he explains, isn't mysterious—it breaks down into four measurable elements: ✅ Care – Sarah's team stopped checking in on each other's wellbeing ✅ Sincerity – Their communications became guarded and political ✅ Reliability – Missed deadlines created a cycle of lowered expectations ✅ Competence – They began questioning each other's abilities after setbacks The breakthrough came when I had them map which specific element had broken for each relationship. The pattern was clear: reliability had cracked first, then everything else followed. Three months later, this same team presented their recovery strategy to leadership. Their transformation wasn't magic—it came from deliberately rebuilding trust behaviors, starting with keeping small promises consistently. My video walks you through this exact framework. Because when teams fracture, the question isn't "Why is everyone so difficult?" but rather: "Which trust element needs rebuilding first—and what's my next concrete step?" Which trust element (care, sincerity, reliability, competence) do you find breaks down most often in struggling teams? #humanresources #workplace #team #performance #cassandracoach

You can’t rebuild trust if you’re still trying to protect your image. Trust can be rebuilt. But not with spin. And not with silence. I worked with a guy who inherited a team the business no longer trusted. Trust had been fractured. Badly. The relationship was strained. Expectations were low. Every update was met with doubt. The team had stopped treating deadlines like commitments. Dates slipped. Promises were broken. Commitments ignored. The business had learned not to count on them. He didn’t launch a trust campaign. No 10-step process. He practiced extreme transparency, especially when things weren’t going as planned. If something might be late, he reported it. If a commitment was at risk, he highlighted the risk. If the plan needed to change, he negotiated it with the business. He shared everything. The good, the bad, and the ugly. No delays. No coverups. No surprises. He made a simple vow: “Nothing should catch them off guard. If it might go sideways, they’ll hear it from me first. If actual performance varies from the plan, they’ll know about it.” At first, they were surprised by the candor. Then, they came to expect it. And slowly, they began to trust the team again. Not because he said all the right things. Because he did the right things. Because he was honest and honored their commitments. Consistently. Proactively. Without spin. Trust isn’t rebuilt by avoiding bad news. It’s rebuilt by refusing to let bad news be a surprise.

In our careers, misunderstandings and miscommunications are inevitable. However, the resilience of our professional relationships is tested not by these challenges themselves, but by how we navigate the journey back to mutual trust and respect. I recall a time when a significant misunderstanding with a colleague put a project we were both passionate about at risk. The mix-up stemmed from an email that was intended to clarify roles but ended up causing confusion about responsibilities. Tensions escalated quickly, affecting not only our collaboration but also the project's progress. The key to rebuilding our trust involved several crucial steps: 1. Immediate Acknowledgement: We acknowledged the misunderstanding swiftly without assigning blame. Recognizing the issue openly paved the way for a constructive conversation. 2. Open Communication: We dedicated time to sit down and discuss the misunderstanding openly and honestly. This was not a quick chat between tasks but a focused effort to understand each other’s points of view. 3. Apologizing Where Necessary: Both of us took responsibility for our parts in the misunderstanding. A genuine apology can go a long way in healing professional relationships. 4. Re-establishing Expectations: Together, we revisited and clearly defined our expectations moving forward. This helped prevent similar issues and ensured we were aligned in our project goals. 5. Reinforcing Trust Through Actions: Trust is rebuilt in the small moments. Following the conversation, we made a concerted effort to demonstrate our commitment through reliability, consistent communication, and support for one another. 6. Reflecting and Learning: Finally, this experience became a learning opportunity. We reflected on what went wrong and how we can better handle potential misunderstandings in the future. This incident taught me that trust is not just about believing in someone's abilities or intentions; it's also about the willingness to work through misunderstandings together, with integrity and openness. The concerted effort to repair our working relationship not only salvaged our project but also strengthened our professional bond, making us better collaborators. Have you experienced a similar situation where you had to rebuild trust with a colleague? What actions were key to re-establishing that trust? Sharing your story could inspire others facing similar challenges. https://lnkd.in/e7SRH9Cx

“I missed a major deadline. The client wasn’t happy. The team looked at me differently.” That’s what a young manager confessed to me over coffee. He’d led a key project that flopped — and suddenly, the trust he’d built with his team and boss felt like it evaporated overnight. He said something that stuck with me: “It’s like I went from promising leader to liability… in one mistake.” That’s the scary part about leadership when you’re early in your career. So, what do you do after the fall? Here’s what I told him: 1. Manage expectations like your credibility depends on it (because it does). You already owned the mistake. Good. But now, over-communicate. Set crystal-clear expectations for your next project: ↳ What’s the exact deliverable? ↳ Who are you building it for? ↳ When is each piece due? ↳ How will you keep stakeholders in the loop? Ambiguity is where mistakes breed. Clarity is where trust rebuilds. 2. Under-promise. Over-deliver. Tempted to prove yourself with a moonshot? Don’t. It backfires more often than not. Instead: ↳ Set realistic targets. ↳ Build in buffers. ↳ Deliver slightly more than what was promised. It’s not flashy, but it works. 3. Win small. Win fast. Credibility doesn’t return all at once. You earn it inch by inch. Focus on quick, visible wins that move the project forward and help the team, not just your image. Examples: ↳ Found a process gap? Propose a fix. ↳ Need support? Make a solid business case for additional resources. ↳ Don’t wait till the final deadline — share milestones early. Momentum builds belief. 4. Reassess. Periodically. Finished your comeback project? Great. But rebuilding trust = consistency over time. ↳ Every 2–3 months, ask: ↳ Am I gaining back confidence from stakeholders? ↳ Are my deliverables exceeding expectations? Do I feel like I trust myself again? If the answers aren’t clear — maybe it’s not just you. Some environments don’t allow for second chances. If that’s the case, find one that does. The truth is: Credibility is hard to earn. Harder to regain. But absolutely possible — if you approach it with humility, clarity, and strategy. We’ve all dropped the ball at some point. The question is: What do you do after the bounce? — PS: I write about leadership, trust, and growing through setbacks every week. #leadership #careeradvice #trust #growthmindset #youngprofessionals

Bouncing Back After Losing Trust in a Meeting Ever had a meeting where you realized you "lost the room?" Losing trust in a meeting can feel like a setback, especially when presenting to executives. But it's also an opportunity to demonstrate resilience and commitment to growth. Here's a deeper insight into how to bounce back: Acknowledge and Reflect: Accept that the meeting didn't go as planned. Reflection helps you understand what went wrong and how you can improve. Think about the dynamics of the meeting, your preparation, and how you responded to questions or challenges. Regroup Transparently and Quickly: Send a thoughtful follow-up acknowledging the issues. This shows that you're aware of the misstep and willing to take responsibility. Outline your understanding of the issues, express your commitment to addressing them, and show your dedication to making things right. Don't fire that email or Slack immediately but don't sit on it too long either. Consistent Effort Over Time: Rebuilding trust is a journey, not a one-time effort. Show up consistently, follow through on your commitments, and let your actions speak louder than words. Regularly demonstrate your expertise, reliability, and commitment to quality work. Seek Feedback and Act on It: Actively seek feedback from peers, mentors, or even the individuals in the meeting. Listening to and acting on this feedback shows your willingness to learn and adapt. Embrace Growth Mindset: Every challenge is an opportunity to learn and grow. Use this experience to build resilience and adaptability. Remember, setbacks are part of the professional journey, and how you handle them defines your growth. By taking these steps, you demonstrate professionalism, resilience, and a commitment to continuous improvement. #Resilience #TrustRebuilding #ProfessionalGrowth