You walk into a new leadership role full of hope —
Only to feel the tension before you’ve even said your first “good morning.”

People don’t talk.
Or they talk, but not to you.
Meetings feel tense.
You sense eye rolls behind polite compliance.
And worst of all? No one trusts you — even though you just got here.

If that’s you, you’re not alone.
And you’re not failing.
You’ve just inherited a culture of mistrust — and now, it’s yours to rebuild.

Not by force.
Not with quick wins.
But with GRACE.

The Two Most Important Things to Do First

1. Get Curious Before Getting Corrective

Resist the urge to fix.
You don’t yet know what broke.

Instead, lead with curiosity. Ask:

• “What do I need to understand before making decisions?”
• “What’s not being said — and why?”
• “What pain is this resistance protecting?”

Toxicity often comes from old wounds.
When you listen long enough, you’ll start hearing the story behind the silence.

2. Build Emotional Safety Before Strategy

You may have big plans — but trust doesn’t respond to vision.
It responds to consistency, care, and clarity.

Start with small signals:

• Show up on time.
• Follow through on what you say.
• Be transparent about what you don’t know yet.
• Create a space where people can speak honestly — and not be punished for it.

When people feel emotionally safe, they stop bracing for impact and start leaning into growth.

How the GRACE Framework Helps You Rebuild Trust

Let’s break it down through the GRACE lens:

🌱 G – Growth (Start With You)

You’re not here to “fix” them — you’re here to model transformation.

Ask yourself:

“What needs to grow in me so I can lead them differently?”

Your team is watching your tone, your follow-through, and your capacity to stay grounded when things get hard.
Don’t try to be perfect — just be real.

🔍 R – Reflection (Slow Down and See Clearly)

Take time to reflect:

• What do I feel when the team resists me?
• Where do I feel insecure or reactive?
• What patterns might I be unintentionally repeating?

When you lead without reflection, you risk becoming part of the same cycle that created the toxicity.

👁️ A – Awareness (Understand the Emotional Terrain)

Your team isn’t just a group of professionals — they’re people.
With histories. With triggers. With stories you haven’t heard yet.

Pay attention to:

• What energizes them
• What shuts them down
• What unspoken norms are holding them hostage

Awareness allows you to respond with wisdom instead of reacting from fear.

⚔️ C – Challenges (Face the Friction Without Flinching)

There will be pushback.
There will be days you question why you took the job.

But if you can stay present during the challenges —
If you can hold grace and accountability together —
Your team will begin to trust that you won’t abandon them when it’s hard.

💡 E – Emotional Intelligence (Respond with Clarity, Not Control)

The emotionally intelligent leader doesn’t demand trust.
They create conditions where trust can grow.

That means:

• Naming the tension with compassion
• Letting people have their feelings — without trying to manage them
• Staying regulated when things heat up

Clarity and calm are your superpowers. Even when the room is cold.

You Didn’t Break It. But You’re Here to Heal It.

You may not be the reason the culture broke.
But you might just be the reason it gets restored.

Want support rebuilding trust on your team — without burning out in the process?
Start with the GRACE Clarity Score or schedule a Discovery Call to explore the full Blueprint.