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Welcome to the Tuesday Trailblazer, my weekly newsletter where I give actionable leadership and personal advice from my experience as a people leader.

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Today’s Email:

Once a month, I make it a priority to get my team together for a moment that truly matters. We step out of the store, away from the daily grind and distractions with a single purpose: to connect. These moments aren’t just about strategy or performance; they’re about building something far more important—trust.

For me, these gatherings are an opportunity to prioritise impact, gain clarity, and strengthen the bonds within the team. And let me tell you, they’ve been a game-changer.

Today marks 6 months with the ASICS business, and I couldn’t be prouder of the team and the progress we’ve made together. But here’s the truth—none of this would’ve been possible without trust.

Trust in the journey we’re on together. Trust in the process. And maybe most importantly, trust in my leadership—which, let’s face it, isn’t always conventional. I owe so much of this progress to my team’s belief in me and to the incredible leaders I’ve had guiding me along the way.

But building trust isn’t a one-and-done thing. It’s something I’ve had to learn (often the hard way) through trial, error, and reflection. Over my years as a leader, I’ve discovered there are 7 common blind spots that can quietly destroy trust within a team.

I know, because I’ve been guilty of every single one.

Today, I want to share these blind spots with you—not just so you can avoid them, but so you can address them and create an environment where trust thrives.

Let’s dive into the habits that destroy trust and the simple, actionable steps to overcome them. Because whether you’re a brand-new leader or a seasoned veteran, trust is the foundation of all great teams. And the good news? It’s something we can all build, starting today.

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What we’ll cover off:

• The 7 most common leadership blind spots that erode trust.

• How to recognise and address these blind spots.

• Actionable steps to create a culture of trust and collaboration.

• Why trust is the foundation of impactful leadership.

Trust is the glue that holds teams together. Without it, output drops, morale plummets, and your best people might start looking elsewhere. Studies show that high-trust teams perform better, innovate faster, and are more resilient in times of stress.

But here’s the catch: even the most well-meaning leaders can unknowingly erode trust. Blind spots—those hidden habits or assumptions can derail relationships and make your team question your leadership.

Trust takes time and consistency to build but can be shattered in an instant. As leaders, it’s our responsibility to lead with awareness and intention, because without trust, everything else crumbles.

So, let’s unpack the seven blind spots that could be holding you back—and learn how to overcome them.

Many leaders fall into the trap of good intentions without self-awareness. You think you're motivating your team, but you're unknowingly overpromising. You assume your team knows you value their input, but you dismiss ideas without realizing it.

The truth is, trust isn't built on intentions—it's built on actions. When leaders:

1. Fail to follow through on promises.

2. Micromanage in the name of perfection.

3. Avoid tough conversations about burnout.

...the impact is felt immediately. Your team starts to pull back, second-guess their value, and lose faith in your leadership. The good news? These pitfalls are avoidable with intentional adjustments.

The Solution: 7 Blind Spots to Watch For and Fix

1. Overpromising
   What: Making commitments you can’t follow through on.
   Why: Empty promises erode credibility faster than anything else.
   How: Be realistic about what you can deliver. If something changes, communicate early and often. Genuine actions speak louder than hopeful words.

   
   

2. Ignoring Ideas and Feedback
   What: Dismissing team input because it seems impractical or unnecessary.
   Why: Your team will feel unheard and unvalued.
   How: Actively seek diverse perspectives. Use phrases like, “That’s an interesting idea—how could we make it work?”

   
   

3. Playing Favourites
   What: Unintentionally giving more attention or praise to certain individuals.
   Why: It undermines team cohesion and fairness.
   How: Recognise contributions from all team members. Be intentional about including everyone in discussions and decision-making.

   
   

4. Micromanaging
   What: Hovering over tasks instead of trusting your team to deliver.
   Why: It stifles creativity and autonomy.
   How: Focus on setting clear goals and empowering your team to achieve them. Provide guidance, but don’t take over.
   
   

5. Failing to Address Burnout
   What: Assuming your team will tell you if they’re overwhelmed.
   Why: Burnout leads to disengagement and turnover.
   How: Regularly check in on workload and wellbeing. Create realistic deadlines and encourage time off to recharge.
   
   

6. Lack of Transparency
   What: Withholding information to “protect” the team from stress.
   Why: It breeds mistrust and speculation.
   How: Share as much context as possible. Explain the “why” behind decisions to bring your team into the bigger picture.
   
   

7. Taking Credit for Team Efforts
   What: Presenting team achievements as your own.
   Why: It demoralises and demotivates your team.
   How: Publicly credit your team’s hard work and ensure their contributions are acknowledged by higher-ups.

Impact Challenge: 4 Days to Build Trust

Day 1: Assess Your Blind Spots

• Reflect on the 7 blind spots. Which one might you be guilty of?

• Ask for honest feedback from a trusted colleague or team member.

Day 2: Take Immediate Action

• Pick one blind spot and address it today.

• For example, if you’ve been micromanaging, delegate a task and let your team handle it.

Day 3: Have a Trust-Building Conversation

• Schedule a one-on-one with a team member.

• Use the time to listen, ask for feedback, and acknowledge any missteps you’ve made.

Day 4: Create a Trust Plan

• Commit to one habit that will consistently build trust.

• Write it down and review it weekly. For instance, “I will always give credit to the team in meetings.”

Trust isn’t just a nice-to-have—it’s the foundation of impactful leadership. It’s what allows teams to collaborate, innovate, and thrive under pressure. By addressing these blind spots and leading with intention, you create an environment where trust flourishes.

What blind spot are you tackling first? Let me know in the comments, and let’s grow together.

Lead with impact, not busy.

Until next Tuesday,

I have built and led teams across 3 successful businesses and have over 15 years of people and business leadership experience.

Over the past 4 years, I have grown my business working with “busy” leaders across multiple industries (retail, hospitality, construction, mining, education) and helped them simplify their leadership.

Igniting their impact in leadership and at home.

Let me share my insights and help you:

• Reclaim your time

• Prioritise your wellbeing

• Achieve work/life harmony

• Improve customer centricity

• Connect & elevate team culture

• Simplify your leadership beyond busy

• Building a bench and plan for your successors

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