Overcoming Trust Issues: Building Confidence in Your Team Through a Trauma-Informed Approach

As a therapist, you understand the significance of trust in any relationship. Whether it’s between you and your clients, colleagues, or support team, trust is the foundation upon which everything else is built. Yet, when it comes to delegating tasks—whether to administrative staff, a Virtual Assistant (VA), or other members of your team—many therapists struggle with letting go of control. For some, trust issues may stem from past experiences with unreliable staff, while others may feel that no one can handle certain aspects of their practice as well as they can.

These trust barriers are understandable, especially for those who have experienced trauma, betrayal, or professional setbacks. However, holding onto everything yourself can lead to burnout, stifled growth, and an inability to provide the best care for your clients. This is where a trauma-informed approach to delegation can make a significant difference. By understanding the emotional and psychological barriers to delegation and employing strategies that foster trust, you can build a more effective, harmonious relationship with your team.

In this blog, we will explore the emotional barriers therapists may face when delegating, the principles of a trauma-informed approach to team-building, and practical strategies to overcome trust issues and build confidence in your staff and VAs.

 Understanding the Emotional Barriers to Delegation

Delegation is not just a practical task—it’s an emotional one. Therapists, like many professionals, may feel a range of emotions when considering delegating tasks, including:

1. Fear of losing control: Many therapists are used to being in control of every aspect of their practice. Letting go of this control can feel risky, as there’s a fear that things won’t be done “the right way.”

2. Trust issues from past experiences: If you’ve been let down by staff, partners, or support teams in the past, you may feel hesitant to trust again. This could stem from a history of unreliability, mistakes, or breaches of confidentiality, leaving you guarded in your professional relationships.

3. Perfectionism: Therapists, like other helping professionals, often feel pressure to excel in every area. The thought that someone else might not meet your high standards can be daunting and lead to micromanagement or avoidance of delegation altogether.

4. Fear of burdening others: Some therapists hesitate to delegate because they feel guilty about adding to someone else’s workload. This is particularly true for those who are natural caretakers and worry that they are asking too much of their staff or VAs.

These emotional barriers, while valid, can ultimately harm your practice if left unaddressed. The good news is that there are ways to overcome these barriers by building a strong foundation of trust with your team through a trauma-informed approach.

 What is a Trauma-Informed Approach?

A trauma-informed approach recognizes that past experiences, including trauma, can impact current behavior and relationships. When applied to team-building and delegation, this approach emphasizes safety, trustworthiness, collaboration, and empowerment. It focuses on creating environments and relationships where everyone feels valued, respected, and secure.

The core principles of a trauma-informed approach include:

1. Safety: Ensuring that both you and your team feel emotionally and professionally safe in your interactions.

2. Trustworthiness and Transparency: Building trust through clear, consistent communication and setting realistic expectations.

3. Collaboration and Mutuality: Encouraging teamwork and recognizing the value of each person’s contributions.

4. Empowerment, Voice, and Choice: Giving your team the autonomy to make decisions and feel empowered in their roles.

5. Cultural Humility: Acknowledging and respecting the diverse backgrounds, experiences, and perspectives of your team members.

By applying these principles, you can start to break down the emotional barriers to delegation and create a more trusting, supportive environment for you and your team.

 Strategies to Build Trust with Your Team

 1. Start Small and Build Gradually

If you have trust issues or find it difficult to delegate, start by delegating small, low-stakes tasks to your VA or staff. For example, you could begin by asking them to manage your calendar, handle routine emails, or update client records. This allows you to test the waters and build trust slowly, rather than feeling overwhelmed by handing off too much at once.

As your trust grows, you can gradually increase the level of responsibility you give to your team. This incremental approach makes it easier to see your team’s capabilities in action and gain confidence in their ability to handle tasks effectively.

 2. Set Clear Expectations and Provide Structure

One of the main reasons trust issues arise in professional relationships is a lack of clarity. When expectations are unclear, both parties can feel uncertain, leading to frustration and mistrust. To avoid this, set clear expectations from the outset.

Create standard operating procedures (SOPs) for tasks you delegate, outlining step-by-step instructions, deadlines, and any necessary resources. Providing this structure ensures that your team knows exactly what is expected and how to accomplish it. It also reduces your fear of tasks being completed incorrectly, as your team will have a clear roadmap to follow.

 3. Communicate Openly and Consistently

Transparent and open communication is critical for building trust. Check in with your team regularly, whether it’s through weekly meetings, email updates, or project management tools. These check-ins allow you to stay informed on progress, provide feedback, and address any concerns before they become larger issues.

Importantly, communication should go both ways. Encourage your team to ask questions, offer suggestions, and share their thoughts on how processes could be improved. This creates a collaborative environment where everyone feels valued and heard.

 4. Acknowledge Past Hurts and Mistrust

If your trust issues stem from past negative experiences—whether in your personal or professional life—it’s important to acknowledge those feelings. You may even want to share some of these experiences with your team, if appropriate, to help them understand where you’re coming from. This level of vulnerability can foster empathy and connection.

However, it’s equally important to recognize that your new team is not responsible for past betrayals or disappointments. By giving them a clean slate and approaching the relationship with openness, you allow them the opportunity to prove their trustworthiness.

 5. Empower Your Team

Trust is a two-way street. To foster trust in your team, you must also trust them to make decisions and take ownership of their tasks. Micromanagement can erode trust and stifle your team’s confidence. Instead, empower your team by giving them the autonomy to complete their tasks in the way that works best for them, while still adhering to the guidelines you’ve set.

When you empower your team, they feel trusted and respected, which increases their motivation and commitment to the work. Over time, this mutual trust will lead to stronger working relationships and a more efficient practice.

 6. Reflect on Your Own Trauma and Triggers

As a therapist, you likely understand that trauma can affect how you interact with others. If you have personal trauma or negative experiences related to delegation or teamwork, take time to reflect on how those experiences may be influencing your current approach.

Consider seeking supervision or personal therapy to work through any unresolved issues that may be impacting your ability to trust. Understanding your own triggers and patterns will help you approach delegation with a clearer, more balanced mindset.

Building trust in your team and overcoming trust issues takes time, patience, and self-awareness. By approaching delegation with a trauma-informed mindset—emphasizing safety, transparency, collaboration, and empowerment—you can create a working environment where trust thrives. Start small, communicate openly, and empower your team to take ownership of their tasks.

Remember, the ability to delegate is not just about freeing up time; it’s about building a stronger, more resilient practice that allows you to focus on what matters most—your clients and your own well-being. Trust is the foundation, and with the right approach, it can be nurtured, strengthened, and sustained.