The practice happens inside the work.
An activity takes around 10 to 15 minutes. Leaders then practise the behaviour in the conversations and decisions they're already having, not in a training room.
For L&D teams and learning providers
Bring leadership development into the work itself.
The Trust Leader Hub helps L&D teams and learning providers support leaders to practise the behaviours that strengthen trust through everyday work.
Leaders complete a short activity, practise one behaviour in real conversations and decisions, then record and reflect on what happened.
28 days free. No credit card. No automatic subscription. You decide whether to continue.
One connected journey you can follow.
- 01
Identify
One person, one situation. Ask the five Trust Questions, read the Trust Map, and choose the one behaviour that matters.
- 02
Design
Choose and sequence the practice. Pick the Behaviour Playlist that strengthens that behaviour.
- 03
Facilitate
Practise it in the real relationship, away from the screen, where the trust is actually needed.
- 04
Reflect
Capture what changed (keep it private or share it), review the dated evidence, and return to the map.
After a couple of weeks, return to the same relationship and questions. Any movement is evidence for a better conversation, not proof or a final verdict.
The problem
How can leaders develop while the work carries on?
Operational managers want their leaders to grow, and they still need the work covered. L&D wants to help, but the question keeps coming back: how can we release them?
External providers meet the same limit from the other side. A client commissions a few hours or days of training, then expects leaders to apply it once the provider has gone.
Shorter training reduces the time in the room. It can still leave the learning separate from the conversations and pressures where behaviour has to change.
Trust Leader asks a different question: how can more of the practice happen inside the work people are already doing?
How we help
The pressures L&D faces, and where the Hub fits.
One behaviour, practised where the work happens.
Each leader works on one behaviour in one real working relationship. They get at least two days to try it before they reflect, and reminders bring them back.
A dated record of what happened at work.
Reflections, check-ins at 14, 30 and 60 days, and a Cohort Impact Report give you more to review than attendance and a satisfaction score.
Ready to use from day one.
Each leader's Trust Map points them to the behaviour that matters, and a prepared Behaviour Playlist is ready for it. The activities are already written, so your time goes on the programme around them rather than on the materials.
How it works: the Trust Journey
Four stages, practised in real work.
Facilitated time sets the focus. The working day provides the practice. The practitioner keeps the judgement.
Identify
The leader chooses one working relationship, uses the five Trust Questions to read their Trust Map, and picks the behaviour that matters most. Start with a Trust Map when the relationship needs exploring, or with a prepared Behaviour Playlist when the behaviour is already clear.
Design
A Behaviour Playlist sets out short activities for that behaviour, in a sensible order.
Facilitate
They practise the behaviour at work, in the conversations and decisions already happening.
Reflect
They record what they noticed, tried and experienced, so the next conversation or programme review has something real to work with.
Who it’s for
One method, three ways to use it.
Each leader works on a relationship of their own. The person supporting them chooses the focus and reviews what happened.
Make the workplace part of the development.
Give leaders a behaviour to practise in their own work, with Reflection keeping a thread through the programme.
See it for L&D teamsExtend the practice without extending the workshop.
Use the commissioned session to set the focus. The Hub carries the practice into the client's workplace afterwards.
See it for learning providersKeep the work moving between conversations.
Help a client practise one behaviour at work and bring their Reflection back to the next session.
See how coaches use itTrust Leader definitionTrust is someone's confidence in you with something they care about.
Why trust
Trust is the other person's decision, shaped by how they experience your behaviour. That makes it something a leader can work on.
Trust Leader gives leaders five Trust Questions to decide where to focus, 20 behaviours that strengthen trust and 20 that erode it.
Where it comes from
Built from years of operational work.
Much of my understanding of trust was shaped in the Prison Service. Trust affected what people were willing to tell me, what they would rely on me with and how they responded when pressure rose.
I also saw development from both sides. As an operational manager, I wanted my staff to grow, and I still needed the work covered. Later, working in training, I was the one asking managers to release people. Both sides wanted people to develop, and the pressure to keep the work moving pulled against it every time.
As a trainer and consultant since, I've seen how hard it is for learning to survive the return to work. Trust Leader brings those experiences together: trust understood through behaviour, and development practised in the work people are already doing.
About ScottEvidence and its limits
More to review than a completed course.
A completed course shows that someone completed a course. It doesn't show whether anyone experienced different behaviour.
Recorded Reflection makes applied practice visible. Leaders record what they noticed, tried and experienced, with a date, so practitioners and programme leads can see reported movement over time.
Reflection is self-reported, so we describe it as evidence of practice and reported movement.
Insights
Straight thinking about trust at work.
Plain answers for people who develop leaders.
Why flagging a risk early strengthens trust
The whole approach in a single, everyday moment.
Read the guideFive questions that make trust something you can work on
Move from “do they trust me?” to something specific.
Shorter training, or learning inside the work?
Why the better question is where the practice happens.
What counts as progress in a relationship
Look for dated signs of change, not a final verdict.
Questions answered plainly
What L&D teams usually ask.
What is the Trust Leader Hub?
The Trust Leader Hub is an online platform that helps L&D teams, learning providers and coaches support leaders to practise the behaviours that strengthen trust. A leader focuses on one working relationship, practises one behaviour through short activities during the working day, and records a Reflection on what happened.
Who is Trust Leader for?
It is built first for internal L&D and leadership development teams, and for external learning providers who deliver leadership programmes. Coaches use it to keep practice going between coaching conversations.
Does it replace facilitated training?
No. Your facilitated time sets the focus and introduces the practice. The Hub supports what happens afterwards, in the conversations and decisions leaders already have at work. The practitioner keeps the professional judgement.
How much time does it take?
An activity takes around 10 to 15 minutes, and the Reflection afterwards takes a few more. The practice in between happens in conversations and decisions the leader is already having, so what you are releasing them for is minutes, not days away from the work. A pilot is the best way to measure how much time it takes in your setting.
What can Reflection show?
Reflection is a dated record of what a leader noticed, tried and experienced after practising. It gives a practitioner far more to review than course completion, and it shows reported movement over time.
How do I try it?
Start the free 28-day trial. No credit card is taken and there is no automatic subscription. Paid access is 5 seats for £75 a month or £750 a year, excluding VAT. For larger cohorts or a 90-day pilot, talk to us.
Start here
Experience the 28-day Trust Journey yourself.
Try it on one of your own working relationships first. Then 5 seats cost £75 a month or £750 a year, excl. VAT. Larger cohorts? Talk to us.
Start your free trialYou will continue securely to the Trust Leader Hub to create your account.Trust Telegraph
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