Building trust in your team is not simple in these turbulent changing times, the truth and plans of today may no longer be appropriate next month or even tomorrow. Staff like to hear your messages and then follow your actions to see if they are true and real, changes therefore need to be fully explained if trust is to be maintained. For some leaders and managers it may come as a great surprise that staff want to know answers to your actions, especially if there are inconsistencies.
If your change in direction is logical and for the best - then share the reasons with your staff rather than holding back all the information based on hierarchy, power or position. Your information and logic will assist staff in understanding the change and so will more likely assist and defend the new direction. Those that fail to share information and directions with staff may be seen as not trustworthy thereby making change more difficult in the future.