What To Do if Someone On Your Team Doesn’t Take Ownership?
October 29, 2025How to rebuild trust after a major conflict?
From Age Leedo – CRIP alumni, instructor, business development partner and trainer.
Trust as the foundation of a team
Trust is the foundation without which we can build any kind of cooperation, goals, expectations, no matter how big and powerful, but if there is no trust, or a semblance of trust, it is certain that everything will fall apart after a while.
Trust comes from honest and open communication, agreements and consistent action. Trust does not happen overnight and not just through words but through visible actions. Trust grows when responsibilities are taken seriously and promises are not broken. If it is consistently maintained, trust becomes the force that unites a team and channels energy in the right direction.
Trust needs awareness and consistency
Gut feelings and values play a key role in building trust. Trust is not passive; it is an active value that requires awareness, attention and consistency.
I have seen a situation where the project manager of a team made a quick decision without consulting his colleagues. Although the decision was logical, several team members felt that their input was not valued and the decision was made over their heads. As the days went by, tension built up and the trust that had been built up over the years quickly began to fade. People became withdrawn, communication became superficial and energy dissipated – goals were lost.
First step: understanding why the conflict arose
But what do we do in a situation where there has been a conflict in the team, relationships are messed up and we need to rebuild trust?
Understanding why a conflict has arisen is the first step to rebuilding trust. It is not about blaming or pointing out old mistakes, but about consciously analysing the situation. When trust has been eroded and relationships are in a mess, you cannot simply move forward with “we need to rebuild trust”. You have to start with concrete steps.
Rebuilding trust is a continuous and targeted process that requires conscious leadership, which creates a solid basis for cooperation and success.
Three questions to help restore clarity
One effective method is to take a conscious pause and analyse the situation through three simple questions:
- What went right? – don’t just focus on the mistakes, also acknowledge what worked.
- What went wrong for me? – take ownership for your contribution, show you are ready to learn.
- What could I do differently next time? – set out clear, practical steps to avoid a similar conflict in the future.
This is not a search for blame or a rehashing of old mistakes. It’s a conscious action that shows the team that everyone is ready to take ownership and contribute to better collaboration. Every small, concrete step people take gradually helps to rebuild a sense of security and trust – a foundation on which to build a stronger, more cohesive team.
Restoring trust is a process, not a single step
But individual steps are not enough. Rebuilding trust is a continuous and targeted process that requires conscious leadership, which creates a solid basis for cooperation and success. It can be done by relying on four principles that guide a winning mindset and help a team to rebuild unity, clear accountability and strong collaboration.
1. Discipline = freedom
Trust is restored when everyone knows what agreements are in place and are respected. When each team member acts within the agreed framework, there is predictability or predictable cooperation that creates a sense of security and reduces fears. Discipline is not a constraint, but a clear framework that frees you to focus on what matters.
2. Take initiative
A leader who rebuilds trust doesn’t wait for someone else to do something – he or she is the first to step in to break the tension, listen, question and offer solutions. Taking the initiative shows you’re willing to take ownership for the well-being of the relationship and the team.
3. Innovate and adapt
Conflict doesn’t disappear overnight, and every team is different. You need to understand what works for that particular group. Sometimes this means a more open conversation, sometimes a structured meeting or individual feedback. Flexibility and responsiveness to the situation shows that the leader is not rigid but can maintain trust in changing circumstances.
4. Extreme Ownership
Restoring trust requires someone to take full responsibility for their words, actions and decisions. I have seen time and time again that when a leader admits wrongdoing, apologises and takes steps to rebuild trust, it gives the team permission to do the same. Accountability is not a weakness – it is the foundation of strength and trust.
Trust is born from action
If we apply these principles in our everyday management, stability will gradually emerge and trust will be restored. The team learns to work together again, focus energy on goals and move forward as a united force.
Restoring trust does not come through consistent action. Every promise kept, every honest conversation and every moment someone takes responsibility adds a layer to a new foundation. Over time, this foundation becomes stronger than before the conflict, because trust is now based not only on the harmony of good times, but also on the experience of overcoming difficulties.
A leader who is willing to step into the uncomfortable, speak honestly and lead by example sends a clear message to his team: We don’t have to be perfect, but we do have to be honest, accountable and willing to learn.. It is this kind of attitude that builds trust, which does not waver in the first wind of crisis but grows stronger with each challenge.
