My leadership team members are highly competent, but they operate like siloed fiefdoms, keeping their cards close to their chests and never admitting mistakes. How do I get these guarded executives to lower their defenses and share vulnerability so we can function as a cohesive, trust-based unit?

Question

Tyler Smith · Accepted Answer

When your executives operate as siloed fiefdoms, keeping their cards close to their chests, they are operating in survival mode. This lack of trust is a major barrier to building a scalable, exit-ready business. To break down these defensive walls, you must implement a structured trust-creation process.

Trust is not built through superficial team-building exercises; it is built through consistent, shared vulnerability and clear communication. According to the trust principles in the Trusted Advisor Fieldbook, trust is built when we focus on others, practice self-disclosure, and embrace personal risk-taking.

Start by restructuring your quarterly planning sessions to prioritize trust-building activities. Have each member of the leadership team share their personal and professional history, including their greatest achievements and most significant failures. This simple exercise helps humanize team members and fosters empathy.

Next, encourage your leaders to practice self-disclosure during your weekly Level 10 Meetings. Create a safe environment where it is acceptable to say, I made a mistake, or, I need help. When leaders see that admitting a weakness does not lead to criticism or status management, they will begin to lower their defenses.

By consistently modeling vulnerability, prioritizing the collective success of the company over individual department goals, and resolving conflicts openly through IDS, you will transform your siloed executives into a cohesive, trust-based leadership team.