Turning Fear into Trust: A CEO's Leadership Breakthrough

This blog was originally shared as an email with the Loving Leaders community. If you'd like to hear from Renée every week, directly in your inbox, you can sign up for the emails here.

————————————————————————————————————————————————————————————-

A major challenge for a Loving Leader is stepping into lead an organization riddled with fear. That fear may originate in abusive leadership in the recent past, or from deeply ingrained ongoing threats or dehumanizing practices. Or it may have its roots in current upheaval and uncertainty. 

But now YOU are at the helm, Loving Leader, and what will you do? Is it really possible to turn the culture and operational practices around to be hopeful, trusting, engaged, and energized precursors for improved performance?

Yes, it is! And David's story shows this!

David (not his real name; interviewed in my research) stepped into a new role as CEO of an energy company, inheriting an organization that was both steeped in historic fear AND riddled with worry due to a looming merger. The situation was tense and fraught. 

He described it this way,

“When I first joined, trust in leadership was abysmally low – around 10-15%. Employees were disengaged, safety was poor, and internal conflict was rampant.”

Lack of direction and trust created a culture of anxiety, with employees fearing job loss and erosion of their identity and community. David himself felt the weight of uncertainty, struggling to project confidence while navigating a chaotic transition. Still, he fundamentally believed that leadership could make a difference. 

He noted, “If you go to most organizations and look at trust in management, that score tells you exactly what kind of leadership exists—whether it’s led with love or led with fear.” He was certain that if he led with love, and guided his team to do this too, they could change the culture of the organization. 

Early in his leadership he stumbled along a different path, learning firsthand how fear-based reactions could damage relationships. “I once reacted harshly to a young employee’s mistake, and no amount of apology could undo the damage,” David explained. “That moment shaped me—I saw firsthand how fear-based leadership isolates rather than inspires.”

He saw that fear erodes trust, making people withdraw, disengage, and resist change. Instead of motivating teams, fear created an environment where employees were more focused on protecting themselves than on working toward shared goals.

This painful experience caused him to redefine his leadership approach, shifting from control and fear to transparency, trust, and care. It was this loving approach he brought to his new CEO role.

"If you want to lead, build trust, be human, and bring others along with you."

~ Energy Company CEO

Loving Leadership brings meaningful change.

The first thing David did as CEO was prioritize radical transparency and human connection in the face of their uncertain future. He met with employees in small groups, openly discussing their fears, acknowledging emotions, and reinforcing a collective sense of purpose. Instead of shielding employees from hard truths, he gave them the information they needed to navigate change with clarity. 

He modeled vulnerability, making it safe for all to have emotions in an industry that normally shuns them, saying, “Leaders aren’t built of steel. They’re human beings, after all. There’s no harm in showing emotion in the workplace.”

During the COVID-19 crisis, when other companies were cutting jobs, David reassured his employees that they would continue to be paid. He asked senior leaders to take temporary salary reductions and later repaid everyone as the company rebounded. His commitment to fairness and shared sacrifice fostered deep trust, increasing leadership approval to 95% — a stark contrast to the organization's early dysfunction.

David also created a workplace where storytelling, mentorship, and daily engagement built a culture of belonging. His leadership proved that when people feel safe, valued, and connected, they not only perform better — they build stronger communities within their organizations.

Reflecting on the importance of Loving Leadership, he said, “You will be remembered not for how many projects you delivered, but for how you made people feel. If you want to lead, build trust, be human, and bring others along with you.”

You Can Too!!

If you are leading through fear and uncertainty, know that transformation is possible. Just like David, you have the power to rebuild trust, foster connection, and create a culture where people thrive. Loving Leadership isn’t just an ideal—it’s a practice that changes lives. Your leadership matters, and the impact you make today will shape the future of your organization and the people within it. Keep leading with Love, one step at a time.

Get Leadership Support for Your Culture Shift!

Fear-based cultures don’t change on their own—Loving Leaders take wise action to change them. If you’re navigating uncertainty and want to bring even more trust, transparency, and care into your leadership, start with actionable insights from our Loving Leaders Assessment. Based on the results, together we will craft a concrete plan for your leadership and culture journey. Schedule a call today to learn more!