Trust is hands-down one of the most important elements in an organization. It’s the bedrock of psychological safety—the type of environment where people feel free to speak up, share their ideas, make mistakes, and not fear retaliation.
But building and sustaining trust isn’t always easy. When trust is absent, the workplace often shifts from connection to protection. Instead of leaning in, people start guarding themselves. Their defenses go up—and when defenses rise, collaboration, creativity, and connection usually take a backseat.
Take this simple example: imagine you’re in a team meeting. Someone answers a question, only to have their response quickly dismissed or criticized. What happens the next time? Chances are, that employee won’t speak up again. The experience created a sense of threat, and their natural defense system—silence, withdrawal, or even aggression—kicks in. Multiply that across a team, and you lose opportunities for collective intelligence and valuable perspectives.
Sometimes these defensive triggers happen unintentionally. Leaders may not even realize the impact of their words or actions. Still, the damage is real—and it needs to be handled with care and responsibility.
That’s why it’s critical for leaders to notice not just the behavior (defensiveness) but also the root cause behind it. People don’t put up walls for no reason. Their defenses are signals that they don’t feel safe.
Here’s where I’ll share a personal analogy. I love sprouting seeds (yes, I’m a bit of a health nut). Seeds, just like people, come with built-in defense systems to protect themselves. If you’ve ever soaked lentils or quinoa, you know the process: you let them sit in water, then rinse and drain them repeatedly over time. That soaking and rinsing creates a safe environment for them to shed their defenses, break through their hard shells, and begin to sprout. You can see the sprouted seeds (on the right) in the featured photo above.
At that moment—when their defenses are lowered—seeds release their highest nutritional potential. They move from dormant to thriving. They begin to grow into what they’re capable of becoming.
People are no different. When you create an environment that feels safe and nurturing, defenses come down naturally. Trust takes root. Growth becomes possible.
As leaders, your role is to “water” your people in the right way—intentionally and consistently—so they feel safe enough to release their defenses and show up as their best selves.
What are your “watering” strategies for helping to lower your employees’ defenses?
When leaders notice the walls their employees build—and respond with care instead of criticism—they create the conditions for real trust to take root.
In my next article, I’ll show you exactly how to “water” that trust—five practical ways to lower defenses, create safety, and help your employees grow into their full potential.
