Imagine this. You walk into the meeting with a solid plan. Clear structure. Aligned with strategy.

You present it. The team nods politely. A few ask clarifying questions. No objections.

But then… nothing.

No next steps. No energy. The conversation fizzles out.

What just happened?

You didn’t hit a wall  —  you hit a trust gap.

Why Trust is the Operating System in Nordic Workplaces

In Denmark and Sweden, trust is assumed  —  not negotiated.

People expect leaders to:

• Be transparent, even when they don’t have all the answers.
• Trust them to make decisions without constant oversight.
• Align actions with values  —  consistently.

This is not a “nice to have.” It’s the invisible structure holding everything up.

And when trust wobbles, everything slows down —  even in high-functioning teams.

That’s why Lencioni’s Five Dysfunctions of a Team begins with the absence of trust as the root dysfunction.

When team members don’t trust each other — or their leader — they hold back.

They:

• Avoid vulnerability.
• Withhold feedback.
• Smile in meetings, then stall in execution.
• Prioritize self-protection over shared goals.

Trust isn’t a soft skill. It’s the hard foundation of every high-performing team.

But Here’s the Twist

In Nordic workplaces, trust is the default — until it’s broken.

Unlike in other cultures where trust must be earned slowly, in the Nordic,s it’s given early but revoked quickly when misused.

That means:

• One broken promise.
• One moment of inconsistency.
• One instance of information being withheld…

…can create lasting hesitation.

Especially if you’re a leader who’s new to the culture or comes from a more hierarchical background.

Why Some Leaders Unintentionally Break Trust

It’s often subtle. And well-intentioned.

• Overexplaining or controlling: Meant to be helpful, but signals lack of trust in others.
• Avoiding difficult conversations: Meant to keep harmony, but creates confusion and passive tension.
• Shifting direction without context: Meant to be agile, but undermines perceived integrity.

This is where John Maxwell’s Law of Respect comes into play:

“People naturally follow leaders stronger than themselves.”

But that strength doesn’t come from power. It comes from earned respect built through clarity, consistency, and courage.

So, How Do You Build Trust in the Nordic Way?

✅ Be Transparent Early

Even if the plan isn’t fully baked. Share your thought process.

Show your work. In the Nordics, authenticity builds trust faster than perfection.

✅ Make Consistency a Non-Negotiable

Align your decisions with your stated values. Always.

Cialdini calls this the Commitment & Consistency Principle:

“People align with those whose behavior matches their stated beliefs.”

When your team sees consistency, they relax. They know what to expect.

✅ Trust First  —  Then Coach

Nordic leadership expects you to delegate with confidence.

Start from trust. Step in only when needed.

If something goes wrong, coach instead of correcting. That’s how you model trust under pressure.

Want to Dive Deeper Into This?

On Tuesday, May 6 at 8:00 CET, I’m hosting a live session:

🎯 Bridging the Trust Gap: Why Your Team Isn’t Fully Open With You (And How to Fix It)

✅ Explore why trust breaks down (even when you think it hasn’t)

✅ Learn to spot the early signs of dysfunction

✅ Understand how to rebuild trust in flat, multicultural teams

This session is especially for leaders and managers working across Denmark and Sweden.

🔗 Reserve your spot here.

Final Thought: Don’t Wait for Trust to Break Before You Build It

Trust isn’t just something you hope your team feels.

It’s something you intentionally design through your daily actions, tone, and leadership rhythm.

Because in Nordic workplaces, trust isn’t a bonus.

It’s the operating system.

I hope to see you at the Trust Gap live training session.

Kindly,

Florin