Fundamentally, mutual trust enables this by laying the foundation for good communication. Shared time and experience builds trust in the most effective way. Management must accept that knowledge and resources will be wasted unless they support and accept offers to collect, share and transform knowledge. When organizations merge, transform or downsize, this has an effect on trust due to the belief that knowledge is lost when staff with experience and skills leave the role. Unless leaders recognize the improvisation and creative ways in which people work both individually and in teams, tacit knowledge in particular will be lost (Smith E 2001). Building trust takes time and is helped by building relationships in a non-threatening way and using calming events such as team away days. It is the author's opinion that by interacting with your team in a fair and equitable manner, as well as taking a zero-tolerance approach to someone on your team complaining about another member's actions, you can encourage trust within your team. A leader requires that the team first resolve conflicts on its own, if not with the help of another, to prevent problems from escalating and requiring more