The Importance of Trust in Leadership—and the Cost of a Culture of Fear

As a leader, it’s a common question: Is it better to be feared or loved? Leaders who inspire loyalty and love often do so by building trust, fostering open communication, and demonstrating respect for their teams. But what happens when the balance tilts toward fear?

I once worked for a leader who thought fear was an effective tool for maintaining control, but what I learned was that fear corrodes trust and leaves lasting damage in its wake. Through passive-aggressive behavior and a complete lack of transparency, he created an environment where no one knew where they stood—and that fear was the only thing keeping the team in line.

In the following story, I’ll share what it was like to work under this leader and explore the long-term implications of leading through fear rather than building a culture of trust and love. And, more importantly, I’ll offer advice on how to avoid these pitfalls and lead with integrity, transparency, and empathy.

The Importance of Trust in Leadership

In this particular environment, fear ruled the day. Trust was nonexistent, and transparency was a foreign concept. Rather than fostering an open-door policy or allowing for constructive feedback, this leader created an atmosphere where honesty was a rarity. Employees were afraid to speak up, knowing that any misstep could lead to a passive-aggressive response or worse.

One striking example of his leadership was the way he handled weekly one-on-one calls with his team. Instead of taking the opportunity to review progress, answer questions, or address challenges, he would skip these discussions altogether. And when the weekend arrived, he would send an email—always on a Friday afternoon—filled with passive-aggressive remarks. This created a toxic cycle: employees would stew over the weekend, wondering whether the feedback was a misunderstanding or if they had done something wrong. And the worst part? They wouldn’t be able to address the issue until Monday, when the damage had already been done.

This created a work environment of constant stress, where employees were in a perpetual state of uncertainty, never knowing where they stood in terms of their performance or job security. Over time, this undermined morale and made it impossible to establish a culture of collaboration or trust.

The Passive-Aggressive Leader Erodes Trust

What struck me most about this leader’s style was his reliance on passive-aggressive behavior as a primary means of communication. His strategy was simple: He would send emails to document situations, not as a means of clarification or support, but to have something in writing in case he ever needed it down the road. This created a lack of openness and fostered a culture of fear. Employees knew that they were being watched, and that their every move could be used against them in the future.

This approach eroded any sense of security within the team. People were afraid to make mistakes, not because they were being held accountable in a constructive way, but because they knew their actions could be used as ammunition later. The focus shifted from doing good work and collaborating as a team to simply avoiding any potential conflict or blame.

The Result of a Culture of Fear

Perhaps the most striking example of this leader’s toxic approach came when an employee reached out for help with a difficult situation. Instead of offering guidance or support, that very moment of vulnerability was later used against him. The leader turned the situation into an example of poor performance, ultimately using it as a reason to push the employee out of the organization.

This event served as a wake-up call. It illustrated the stark reality of working in a culture of fear: When leaders foster an environment in which every action could potentially be weaponized, employees are left with no option but to remain silent and disengaged. Instead of turning to their leaders for support, they begin to retreat into themselves, unsure of where to turn or who to trust.

The Leadership Lesson: Fear Kills Trust

In my experience, the question of whether it’s better to be feared or loved as a leader is a false dichotomy. What truly matters is the foundation of trust and transparency that you build with your team. Fear, while it may seem effective in the short term, creates a toxic culture that stifles growth, collaboration, and honest communication. It’s not sustainable.

Leaders who thrive are those who inspire trust, not fear. They create environments where employees feel safe to ask questions, express concerns, and make mistakes—without the looming threat of passive-aggressive retribution. When a leader fosters a culture of love through trust, it empowers their team to perform at their best.

How Leaders Can Build Trust and Transparency

If you want to lead successfully and avoid the damaging effects of fear-based leadership, here are a few strategies you can implement immediately:

Be Transparent

Clear communication is essential for building trust. Be open about challenges, successes, and goals. Share both good and bad news in a timely manner, and ensure your team has the information they need to do their jobs effectively. Transparency helps to eliminate misunderstandings and promotes a sense of ownership and engagement among employees.

Create a Safe Environment for Feedback

Foster a culture in which your team feels comfortable sharing ideas and concerns without fear of retaliation. Encourage feedback, both positive and constructive, and make sure employees know they can approach you with issues without worrying about passive-aggressive behavior or hidden agendas.

Set Clear Boundaries and Expectations

Let your team know what they can expect from you, both in terms of communication and support. If something is wrong, address it head-on in a manner that is constructive and solution-oriented, rather than passive-aggressive. Holding regular one-on-one meetings helps maintain alignment and clear communication, providing an opportunity to address concerns before they escalate.

Empathize With Your Team

Take the time to understand the personal and professional struggles your team faces. Offering support during difficult times, like family emergencies or personal challenges, can go a long way in building trust and loyalty. A leader who shows empathy and concern is one that employees will respect and feel comfortable working with.

Lead by Example

Your behavior sets the tone for the entire team. Show integrity, transparency, and fairness in everything you do and make clear that you expect the same level of professionalism and honesty from your team. Leading with empathy and transparency encourages your team to do the same.

Reward and Recognize Positive Behavior

Rather than focusing solely on what went wrong, make sure to recognize when things go right. Acknowledge and reward employees for their hard work, contributions, and successes. This not only boosts morale but reinforces the behaviors that align with the values of trust and collaboration.

Fear-Based Leadership Isn't Sustainable

The lasting impact of a leader who rules through fear is significant. It undermines morale, destroys trust, and creates an environment where no one feels secure. In contrast, leaders who are respected and trusted foster loyalty and high performance. The best leaders know that their role is not to inspire fear, but to build relationships based on transparency, honesty, and mutual respect.

So, when asked whether it is better to be feared or loved, my answer is clear: it is far better to be trusted. And that trust comes from leading with integrity, communication, and a genuine commitment to the well-being of your team.

FAQs About Trust and Leadership

About the Author

Post by: Gina Catalano

Gina Catalano is founder and president of Centro Forza Group and has over two decades of multi-industry expertise, including leadership roles across four Fortune 500 companies. With multiple certifications, such as an Energy Leadership™ Index Master Practitioner (ELI-MP), she specializes in guiding individuals and teams to uncover their core values, confront challenges directly, and achieve transformative growth and lasting success. Gina applies her diverse professional background to connect with her clients by drawing on her own real-world experience of successfully leading large teams and addressing a variety of management challenges.

Company: Centro Forza Group
Website: www.centroforzagroup.com
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