The Trust Gap: The Hidden Dysfunction in Teams

December 2, 2025
Women in STEM

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The Trust Gap: The Hidden Dysfunction in Teams

Have you ever hesitated to ask for help, concealed a weakness, or dreaded walking into a meeting (or worse, seeing who’s at the meeting)?

Just last weekend I was volunteering poolside at a swimming gala and needed to resolve an issue. But as soon as I realised I’d have to speak with a particular individual, I felt that sinking sense of dread. Sure enough, three words into the conversation and I was shut down.

It was such a small moment, but it reminded me of something bigger. How many workplaces are operating from this same place of guardedness?

According to Patrick Lencioni, this is the foundational dysfunction of a team: a lack of trust and specifically, vulnerability-based trust.

This isn’t just about being polite. It’s about being fully human with one another.

When that kind of trust is missing, here’s what tends to show up:

Eight Signs of a Team Without Vulnerability-Based Trust

1. People are unwilling to be vulnerable

  • Team members don’t admit mistakes, weaknesses, or gaps in knowledge.
  • They avoid saying, “I need help,” or “I got that wrong.”

2. They hesitate to ask for help or offer help

  • Each person stays in their lane to avoid exposing themselves.
  • Collaboration feels effortful because everyone is protecting themselves.

3. They conceal mistakes and weaknesses

  • Errors get hidden.
  • Problems surface late, often when they’re already critical.

4. They avoid giving or receiving constructive feedback

  • Feedback feels unsafe or is taken as a personal attack.
  • Silence replaces honest conversations.

5. They make assumptions about intentions

  • Without vulnerability, people interpret others’ behaviour negatively.
  • There is a tendency to blame rather than inquire.

6. They jump to defensiveness

  • Critiques trigger protection rather than curiosity.
  • Discussions are diplomatic but not truthful.

7. They waste time and energy managing ‘impressions’

  • People manage their image, not their impact.
  • Meetings become performative rather than productive.

8. They doubt others’ intentions and capabilities

  • Suspicion replaces empathy.
  • The team struggles to achieve collective goals because individuals don’t feel safe relying on one another.

And that’s just the first dysfunction. Without real trust, everything else unravels:

  • People avoid healthy debate
  • Decisions feel watered down or unclear
  • No one holds each other accountable
  • The team prioritises ego or survival over collective results

The fix is more honest conversations.

I often see this play out in my leadership coaching work. Clients are hired to deliver outcomes, but they’re trapped in environments where vulnerability is equated with weakness. And when that happens, the risk-averse behaviours multiply. Culture slides, and no one names it.

☕ Reflective Journal Prompts

  • Where in your team or organisation do you see signs of trust breakdown?
  • Where might you be holding back vulnerability to stay “safe”?
  • What’s one step you could take to build deeper trust in your work relationships?

When we are fully human with each other. Problems are caught earlier, innovation happens faster, and it’s all a lot more enjoyable.

If today’s Coffee & Notes resonated, I’d love to hear your reflections.

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Keep opening up,

Hannah

P.S. Here’s how I can support you:

P.P.S. Now booking 2026 keynotes, workshops and events (online and in-person). Let’s move beyond compliance and dismantle systemic barriers, starting with the honest conversations we’re not having. Find out more

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