Leadership Is: Having Your Team’s Back

“Here is a pile of requests for changes and new features to our product,” Jake’s boss said as he dropped a thick manila folder onto his desk. “Another department has requested these. Could you look through them, let me know what is feasible, and work up an implementation plan?” Frank asked before glancing at his watch. “I have a meeting to get to. Let’s reconnect this afternoon with your findings.”

Jake dutifully picked up the manila folder and scanned through the contents. It was going to take some time to understand each request. Opening a blank document on his computer, Jake began to go through each request.

“Knock, knock,” Jake said as he stuck his head inside Frank’s office. “I have that list together you asked for.”

“Great, come on in and let’s go over it.”

Jake handed Frank a copy of his recommendations before sinking into the plush chair opposite the desk.

As they went over the list, Jake pointed out several high-priority requests that he found problematic. Many of those requests were not feasible to implement due to the amount of effort required and their low return value. Others would nullify functionality needed to successfully run the business.

“Good job, Jake! This is exactly what I needed. If you can work with the project manager to get the valid requests on the project timeline, I will work with the other department and get a meeting scheduled to discuss their other requests. I 100% agree with you that they should not be worked on.”

Two days later, Jake received a meeting invite with Frank and the other department. During the meeting, he was blasted by the other team lead for not wanting to implement their requests. There was name-calling and harassment. Through it all, Frank just sat and listened. Jake walked out of the meeting feeling disheartened and defeated that Frank, after agreeing with him two days previously, had not stood up for him.

Though Jake and Frank’s story is fictional, it reflects an all-too-real scenario that plays out daily in businesses. Has something similar happened to you?

I’ve personally worked under managers who didn’t have my back when I needed them. It left me feeling gutted and distrustful. I avoided situations that might put me in a tight spot, even if they could advance the company, out of fear of being let down again. I felt trapped. There were initiatives I knew the company needed, but my hands felt tied. I hated feeling that way.

Your team must have full confidence that you will have their back, no matter the situation. Let’s explore some ways to establish and maintain that trust.

1. Consistency

Be dependable in your actions and decisions. Your team should know they can rely on you to respond fairly and thoughtfully every time. Erratic behavior undermines trust and creates an environment of uncertainty.

2. Emotional Control

Maintain your composure, even in high-pressure situations. If you lose your temper or become visibly stressed, your team may feel unsafe approaching you with challenges or ideas. Show your team that you can handle adversity with grace.

3. Let Them Know the Outcome Ahead of Time

Whenever possible, set clear expectations about how you will handle situations. If a difficult conversation or meeting is ahead, brief your team on what to expect and assure them of your support. Transparency reduces anxiety and builds confidence.

4. Be Accountable

Take ownership of your decisions and the outcomes. If a choice you make leads to a mistake, own up to it rather than shifting blame. Your accountability will inspire your team to take responsibility for their work as well.

5. Shield the Team

Protect your team from unnecessary criticism or blame from other departments or leadership. Advocate for them when they’ve made the right decisions and ensure they feel supported, even in difficult circumstances.

6. NEVER Blame or Shame

Mistakes will happen—it’s part of being human. Use errors as learning opportunities rather than occasions for blame. Publicly shaming a team member erodes trust and morale. Instead, provide constructive feedback and support their growth.

7. Failure Happens, Learn From It

Failure is inevitable in any innovative or ambitious environment. Emphasize a growth mindset within your team. Show them that failure is not the end but a step toward improvement. Lead by example and highlight lessons learned from your own setbacks.

When you consistently demonstrate these principles, you cultivate a team that trusts you implicitly. They’ll feel safe to take risks, innovate, and bring their best to the table. More importantly, they’ll know they’re not alone when challenges arise.

Be the leader who has their team’s back—always.