There are many practices that a facilitator can learn to build trust. A team can learn how to adopt these practices. For example, I have researched many facilitators from all around the world. Facilitators have an implicit notion of what “looks like progress” in individuals or teams. In EVERY case that I studied, “what looks like progress” to the facilitator was “what looks more like me (i.e. the particular facilitator). So there is a person representing power, who is implicitly saying “what doesn’t look like me, is excluded.”
Facilitators bias relatedness over autonomy, or agency over reflection, or “communion and cohesion” over dynamic conflict and chaos. When we begin to understand the natural human dynamics of group process, we are better able to allow it all in, to allow everything to be relevant. And this builds tremendous trust.