Give your programme somewhere to go.
Choose Behaviour Playlists that match what your programme teaches. Leaders practise between modules, so the learning carries into the working week instead of waiting for the next session.
For HR and L&D
Make the workplace part of the development.
Whether you lead L&D or look after people development as part of a wider HR role, your programme sets the direction. The Trust Leader Hub helps each leader know what to practise, gives them activities that are already written, and the chance to practise in real work. Then you can see what changed. No L&D team needed.
90-day pilot: up to 15 leaders, £295 excl. VAT, credited in full if you continue. Or try it yourself first: 28 days free, no credit card, no automatic subscription.
The problem
Leadership training that doesn't carry into the working week.
The session goes well. Then leaders go back to the same pressures and the same relationships, and the new behaviour has nowhere to go. Release time makes it harder: managers want their people to develop, and they also need the work covered.
Shorter sessions and microlearning reduce the time in the room. They can still leave the learning apart from the conversations, decisions and pressures where leaders actually need to behave differently.
Then the sponsor asks what changed, and a completed course only shows that someone completed a course.
Trust Leader moves more of the practice into the work leaders are already doing, and keeps a record of it. Read why shorter isn't the whole answer.
What you get to review
Something to show the business.
Each leader keeps a Trust Journey: where they started, what they practised and what moved. You get the group view to take to a sponsor or a programme review. Both come from practice at work, not course completions.
How HR and L&D use it
Three ways in, one Hub.
They can run side by side. A leader can work on a programme playlist and a personal one at the same time.
Close a gap without another course.
When a cohort or leadership team shares a gap, give them the playlists that fit and follow what they practise and report. No off-site day, no new programme to design.
Back one person's development.
After an appraisal or a development conversation, give one leader a clear focus and the activities to practise it. A development need does not have to mean poor performance.
How it fits your programme
Your sessions set the focus. The Hub carries the practice.
Each leader follows the four-stage Trust Journey between your sessions.
Identify
Know what to practise. The Self-Assessment shows which behaviours each leader does least often, in general. For one relationship that matters, they use the five Trust Questions to read their Trust Map. Then they pick one behaviour to work on.
Design
Get the right things to practise. A Behaviour Playlist sets out short activities for that behaviour. The activities are already written, so your time goes on the programme around them.
Practise
Get the chance to practise, in real work. They practise the behaviour in real conversations and decisions over the following days.
Reflect
See what changed. They record what happened. You review it and bring it into the next session or programme review.
See it in the Hub, step by step Check your own programme against the four stages →
What the Hub does
Built so the practice fits the work, and leaves a record.
Everything below works in the Hub today.
Reflections about real work, not first impressions.
An activity takes around 10 to 15 minutes. The leader then has at least 48 hours to try the behaviour at work before they can mark it complete and reflect, so what they write describes what happened when they tried it.
People come back without you chasing.
Well-timed emails bring each leader back to practise and reflect, with limits on how often anyone is contacted. Check-ins follow 14, 30 and 60 days after a Behaviour Playlist, and you can send a nudge yourself.
See where a conversation could help.
See each leader's progress and their Trust Map, so you know where to spend your support. Reflections are shared with you by default and the leader can switch each one off. Journal entries stay private.
Evidence you can take to a sponsor.
A group report of what people practised, how their own view moved and what they chose to share. No individual rows, names removed from quoted Reflections, and Journal entries never included.
A record each person owns.
Each leader can download their Trust Journey: where they started, what they practised and what they reported. See a sample (PDF).
Practise alongside them.
As a Practitioner you get your own Trust Maps and Behaviour Playlists, the same as the people you support. Work on the relationships that matter to you while they work on theirs.
Questions HR and L&D teams are asking
Straight answers, for people who develop leaders.
Written from questions L&D teams raise in recent sector research, and from what we have seen in programmes.
How do you know what each leader needs to practise?
How do you choose the right practice for each leader?
How do you show the impact of leadership development?
How do you develop managers who have no time?
Shorter training, or learning inside the work?
Accidental managers: what do you stand for?
How do you move leadership practice into the workplace?
Common leadership challenges and the behaviours that help
In their words
What people say about the method.
“It is an innovative style, it shares new ideas and exercises clearly and easily. Above all, the exercises will make a difference straight away, in any conversation.”
ColinRecommendation on LinkedIn
“Really impressed by the quality, very simple to follow but also very comprehensive. An amazing tool for any organisation trying to create more trust and behaviour change in their leadership teams.”
JamesRecommendation on LinkedIn
“Scott gets right at the core drivers of trust. It is very impressive.”
LisaRecommendation on LinkedIn
Test it properly
Start with one programme.
Run a 90-day pilot with one cohort on a programme you already deliver. Your leaders don't leave the day job. They each practise one behaviour with one person who matters to their work, 10 to 15 minutes at a time.
What you get from the pilot
Learning that doesn't stop when the session ends. Leaders are asked what they're doing differently at 14, 30 and 60 days.
Something to show the business. A Cohort Impact Report shows what your group practised and what they reported, with names removed.
An honest before and after. Each leader scores the relationship at the start and again later. It's their own view, so it shows how that view has moved.
90-day pilot: up to 15 leaders, £295 excl. VAT, credited in full if you continue.
Paid access starts at 5 seats for £75 a month or £750 a year, excl. VAT, and the price per seat falls as you add more. See seat pricing.
Questions answered plainly
What HR and L&D teams usually ask.
How does Trust Leader fit an existing leadership programme?
Your sessions set the focus. In the Hub, each leader finds what to practise, gets short activities for it, practises in real work between sessions and records what happened. You see their progress and bring what they report into the next session or programme review.
How do we know what each leader should practise?
Two tools, for two different questions. The Self-Assessment shows which of the 20 behaviours a leader does least often, in general. A Trust Map looks at one working relationship that matters, and where that person's confidence may be thinner. Either one points to a behaviour and a ready-made Behaviour Playlist.
How much time does it take a leader?
An activity takes around 10 to 15 minutes, and the Reflection afterwards a few more. The practice in between happens in conversations and decisions the leader is already having, so the time away from the work is the activity and the Reflection, not a day in a room.
What can we see in HR or L&D?
You see each participant's progress and their Trust Map. Reflections are shared with you by default, and each participant can switch any of them off. Journal entries stay private. You can download a Cohort Impact Report for a group, with no individual rows.
Does it prove behaviour change?
No. It gives you a dated record of what each leader practised and what they reported, and how their own view moved. That is far more to review than course completion, and we describe it as reported movement, not proof.
Can we run a pilot first?
Yes. Tell us about a named programme and we'll discuss a 90-day pilot with a real cohort of up to 15 leaders. You'll see what your group practised, what they reported at 14, 30 and 60 days, and how each leader's view moved.
What does it cost?
Start with the free 28-day trial. A 90-day pilot is £295, credited in full if you continue. Paid access starts at 5 seats for £75 a month or £750 a year, and the price per seat falls as you add more: a cohort of 20 is £260 a month. Prices exclude VAT. Over 100 seats, talk to us.
Start with one relationship
See what your leaders will experience.
28 days free. No credit card. No automatic subscription. You decide whether to continue.