Trust is hard to build and quick to fade. But it doesn’t have to stay lost.
When roles shift, relationships often do too.
If you’ve recently stepped into a more senior role, you might have noticed the dynamic with your team feels… different. A little more formal. A little less open.
Maybe you’ve found yourself holding back, unsure how to stay close while carrying new responsibilities.
And for team members, it might feel like someone they once trusted has gone quiet. That the person who used to push back on top-down decisions is either having to make them or hold the line for others.
“You said you’d lead differently.”
“Now it feels like you’ve joined the other side.”
This can be disorienting on both ends. It can also be deeply human.
What I hear in coaching sessions isn’t blame. It’s a longing for clarity, connection, and care.
What if the story could shift?
It’s easy to believe that people expect leaders to always have the answers.
But more often than not, what people want is honesty.
A sense that their leader is still in it with them.
Sometimes all it takes is saying:
“I don’t have everything figured out. But I want to make sure we’re still finding our way together.”
That kind of openness doesn’t break trust, it builds it.
Navigating structure without disconnecting
I know how hard it can be to maintain direct relationships when your role changes.
You might worry about overstepping, about stepping on your managers’ toes, or confusing the team about reporting lines.
But avoiding conversation can send the wrong message.
Distance can start to feel like disinterest, even when that’s not the intention.
You might try saying something like:
“I really value our connection. I want to stay in touch in a way that supports both of us and respects your relationship with your manager. How might that look?”
Honest conversations about structure can strengthen, not strain, your relationships.
Holding space is leadership too
Sometimes people just need to be heard.
They might be carrying things they haven’t spoken aloud, not because they’re hiding, but because they’re not sure there’s room.
You don’t need to have a solution.
You might simply offer:
“I may not have the answers. But I’m here if you want to talk. And I’ll listen.”
That quiet steadiness? It counts.
A Team Reflection You Can Try
Then and Now – A short, shared conversation
Invite your team to reflect together:
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When did we feel most connected as a team?
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What helped?
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What’s changed?
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What small step might we try now?
You’re not fixing. You’re noticing. Together.
A Reflection Journal to Go Deeper
This week’s Leadership Reflection Journal gives you space to:
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Reflect on where trust may have shifted, for you or for others
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Notice where distance has crept in
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Reconnect with intention and care
It includes prompts for leaders, space for your own reflections, and a printable version of the “Then and Now” team activity.
Download the reflection journal
Whether you’re feeling confident, disconnected, or somewhere in between, this journal is here to meet you where you are.
If this resonates
I’d love to hear from you.
What are you noticing in your leadership lately?
What feels distant? What’s drawing you closer?
And if there’s something you’d like me to write about, just reply and let me know.
With care,
Linda
Touching Distance | Within Reach
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