Obtain team and organization trust as Scrum Master

Be the first one to be vulnerable. Shine a light on impediments but not in a harsh way: learn to be good at wondering about the things you see. Develop a train of thought about systemic change so better empirical outcomes might then be experienced. If you are being trusted to maintain a status quo there's a problem.

Ask your team what their biggest impediment is and do all you can to cause the removal of it.

Trust is reciprocal. It isn't something you get or even earn. We need to trust in order to be trusted.

When you demonstrate trust to the team, they may in turn come trust you. If you do not trust them, they will not trust you.

Being vulnerable, as Ian mentions, is a way to demonstrate your trust of the team or organization. You are showing that you trust them enough to put yourself out there and to be vulnerable. This can open up the trust exchange pathway.



I think the suggestion offered by Chris also supports trust. You are serving the team by working with them to cause the removal of their biggest impediment. This act of giving can build trust and the team may offer their trust in return as a result.

Flip the question around.  How would the team and organization earn your trust?  Now, why should it be any different for you to gain theirs? Like @Ryan said, in order to gain trust you have to be able to show trust. 

If you look at the definition of trust in various dictionary sources, they are all fairly similar.  All of them mention something like "firm belief in the reliability, truth, ability, or strength of someone or something".  If you want to gain trust of others or in others those 4 words are key: reliability, truth, ability, strength. 

Hi Alessio,

Whether from a team or an organization, earning trust is about the same basic principles. Think about the Scrum Values. Consistent behavior reinforces the values and principles that you endorse. Over time your values will become embedded in the team's culture. 

Take the value of Openness as an example: by being sincere and honest, you effectively communicate, 'I have nothing to hide from you,' laying a solid foundation for trust. By being predictable and reliable in actions, behaviors, and decisions, team members come to know what to expect. Establishing trust and consistency takes time and effort.  

I've experienced "leadership by manipulation" and must say nothing is more detrimental to the team members but also undermining the organization's potential.

However, the approach in which you apply these principles can vary. Trust within a team relies on direct and personal interaction, active listening, and availability. For example, a boss's message "Is your question urgent?" can come across as dismissive, implying that your concerns aren't a priority. In contrast, building trust at an organizational level leans heavily on transparent communication, showcasing tangible results, fostering stakeholder collaboration, and actively seeking feedback. While interactions within a team are more intimate and direct, those at the organizational level could be more formal and must be expansive, encompassing a diverse range of stakeholders.

hope this helps you,