A 12-person executive team at a 3000-person tech firm recently had a breakthrough moment. During our check-in on team progress, several leaders noted something unexpected: their regular meeting rhythm had become the catalyst for building trust.
Nine months ago, this team operated in silos. Problems stayed hidden until they hit the P&L. The CEO knew they needed better execution, which meant breaking down walls between functions.
What changed? They committed to a consistent cadence of walking through shared goals together. At first, the meetings felt mechanical. But as the routine became normal, something shifted. Leaders started naming problems earlier—not after they'd escalated, but when they were still manageable.
This transparency created a surprising dynamic. When one leader admitted struggling in their area, others leaned in to help rather than stepping back to protect their own territory. The humility required isn't easy, but it proved contagious. As more leaders shared their "reds," the politicking that often plagues siloed teams began to fade.
The lesson: structure isn't just administrative overhead. For this team, the regular rhythm of meetings created a container safe enough for the vulnerability that high-performing teams require. Trust didn't emerge from a retreat or team-building exercise—it grew from the steady practice of showing up, sharing the hard truths, and helping each other navigate them.