The Secret Weapon for Supporting Development: It All Starts with Trust

I was fortunate to be asked by the AAT to be part of a pane of members at Accountex London 2025 on the 'Future Leaders' theater. One of the questions I was asked struck as real chord with me and I delved back into my M.Ed research to find the answers. Carry on reading for an insight into our views on development and how we support our team here at C A Dyer Accounts & Bookkeeping.

Finding my name on the list was a very proud moment!

What is the top piece of advice you would give to anyone in a teaching, management, or mentoring role looking to support the development of others?

In teaching, management, and mentoring, we often get caught up in the "what" and "how" of development: What skills need to be taught? How do we deliver feedback? What resources should we provide? These are all important, but there's a foundational element that, if neglected, can undermine every other effort.

The single most impactful piece of advice for anyone looking to genuinely support the development of others is this:

Prioritize building a strong, trusting, and non-hierarchical relationship built on active listening and open communication.

Think of it as the bedrock upon which all growth is built. Without it, your carefully crafted lesson plans, insightful performance reviews, or brilliant advice might fall on deaf ears – or worse, be met with defensiveness and disengagement.

Let's break down why this is so crucial and how you can put it into practice.

Why Relationship and Trust are Non-Negotiable

1. The Foundation for Vulnerability: Growth often requires stepping outside of one's comfort zone, admitting weaknesses, and asking for help. This level of vulnerability is impossible without trust. If someone fears judgment, misunderstanding, or negative repercussions, they simply won't open up about their true challenges.

2. Unlocking True Needs: When trust is present, individuals feel safe to share their genuine needs, aspirations, and even their insecurities. This allows you to tailor your support precisely to what they need, rather than guessing or applying a generic approach.

3. Encouraging Ownership: A non-hierarchical relationship fosters a sense of shared responsibility for development. Instead of you dictating the path, the individual becomes an active participant in their own growth journey. They feel empowered to take ownership because they feel respected and heard.

How to Build This Bedrock Relationship

Building trust isn't a one-time event; it's an ongoing process. Here's how to cultivate that essential connection:

Some of the research I carried out in preparation for my AAT panel

1. Master the Art of Active Listening

This is more than just waiting for your turn to speak. Active listening means giving your full, undivided attention.

• Be Present: Put away distractions. Make eye contact (where culturally appropriate). Nod, use affirming sounds ("Hmmm," "I see"), and show through your body language that you are fully engaged.

• Resist the Urge to Interrupt (or Problem-Solve Immediately): Let them finish their thoughts, even if you think you know where they're going. Your primary goal at this stage is to understand, not to fix.

• Paraphrase and Summarize: After they've spoken, briefly rephrase what you've heard. "So, if I'm understanding correctly, you're feeling X because of Y?" This demonstrates you've truly listened and understood, and it gives them a chance to correct any misunderstandings.

• Listen for Feelings, Not Just Facts: Often, what's left unsaid or the emotion behind the words is just as important as the words themselves.

2. Embrace a Non-Hierarchical Mindset

Even if you hold a formal position of authority, approaching the relationship with a collaborative spirit makes a huge difference.

• Respect Their Existing Knowledge and Experience: Everyone brings something valuable to the table. Acknowledge their strengths and what they've already achieved.

• Guide, Don't Dictate: Instead of telling them what to do, ask open-ended questions that encourage them to explore solutions themselves. "What have you tried so far?" "What do you think would be the best next step?" "What are some options you've considered?"

• Be Open to Learning (Reverse Mentorship): Recognize that you don't have all the answers. Be willing to learn from their perspectives, especially in areas where they might have more current knowledge or different experiences. This models vulnerability and a growth mindset.

3. Collaborate on Goals and Expectations

Once trust is established, setting clear goals becomes a shared endeavor, not a top-down mandate.

• Co-Create SMART Goals: Work together to define goals that are Specific, Measurable, Achievable, Relevant, and Time-bound. This ensures buy-in and clarity.

• Break It Down: Help them break larger objectives into smaller, more manageable steps. This reduces overwhelm and provides a clear roadmap.

• Foster Self-Direction: Ultimately, the responsibility for development lies with the individual. Your role is to support and empower them to take the reins.

  
  

4. Deliver Constructive, Supportive Feedback

Feedback is a gift, but only when delivered effectively and within a trusting relationship.

• Be Specific and Observational: Focus on behaviors rather than personal judgments. "When you did X, the result was Y," rather than "You're bad at Z."

• Make it Actionable: Offer concrete suggestions for improvement or ask them what they plan to do differently.

• Be Timely: Deliver feedback as close to the event as possible for maximum impact.

• Balance Strengths and Growth Areas: Always start by highlighting what they do well.

• Frame it as a Learning Opportunity: Emphasize that mistakes are stepping stones to growth, not failures.

5. Encourage Continuous Learning and Experimentation

A growth mindset is vital for ongoing development.

• Create a "Safe Place to Fail": Let them know it's okay to try new things and not always succeed. Learning often happens through experimentation and even missteps.

• Provide Resources and Opportunities: Connect them with relevant articles, courses, workshops, or other professionals who can offer insights and support.

• Celebrate Progress, Not Just Perfection: Acknowledge and celebrate small wins and efforts along the way.

The team all together at Accountex London 2025

In teaching, management, or mentoring, our greatest impact comes not from dispensing knowledge, but from fostering an environment where individuals feel safe, respected, and empowered to discover and unleash their own potential. Start by building that bedrock of trust, and watch development flourish.