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Train Leaders to Adopt an Informed Trust Approach to Drive Employee Engagement and Business Results

Factor in employee capabilities, outcome risk, and expectations to mitigate the risk inherent in trust.

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  • Melodie Barnett, Managing Partner and Change Communicator, Pivot Communications Inc., Author, “An Honest Living: Be Wildly Successful Without Being a Jerk”
  • Kelly Pfeiffer, HR Manager, ADB Airfield Solutions
  • Heather Hochberg, Senior Director & Executive Coach, Graham Holdings Company
  • Kent Flint, VP, Human Resources, Real Estate Webmasters
  • Nadia Keshavjee, Global HR Director, Business for Social Responsibility Inc.
  • Patti Gonzales, SVP HR & Accounting, Capital Farm Credit
  • Bob Whipple, CEO, Leadergrow
  • Nan Russell, Author & Speaker, "Trust Inc."

Your Challenge

  • Employee engagement efforts have stagnated over the past ten years – and annual surveys and action planning have failed to "move the needle."
  • During roughly the same period of time, trust in leadership has faltered; primarily driven by widespread downsizing and public corruption scandals.
  • Trust drives engagement through employee empowerment. However, leaders are sometimes reluctant to give trust to employees; in some cases they believe it is too risky, while in other cases they are loathe to give up control.

Our Advice

Critical Insight

  • Trust is a willingness to give up control, due to a belief in the creation of a particular outcome, with consideration given to risk. This requires moving from paternalism to partnership.
  • Putting trust into action requires an informed approach to assessment, behavior, and verification.

Impact and Result

Training on informed trust will help leaders accurately assess the trust environment and apply appropriate verification techniques. Training components include:

  • Why trust matters and its potential to impact business results.
  • A comprehensive overview of each component of the Informed Trust Model: Assess, Give, and Verify.
    • Assess – how to select an appropriate trust profile.
    • Give – how to show trust through five key behaviors.
    • Verify – how to use the trust profile to select appropriate verification methods.
  • Practical application of the Informed Trust Model.

Research & Tools

2. Set training metrics and plan logistics

Identify logistical and evaluation requirements to plan for effective informed trust training.

3. Follow up after training

Evaluate training success to determine required next steps in building and maintaining informed trust capability.

Guided Implementations

This guided implementation is a six call advisory process.

Guided Implementation #1 - Customize training content

Call #1 - Review Informed Trust Model to gain a better understanding.
Call #2 - Discuss considerations for customization of training deck.

Guided Implementation #2 - Set training metrics and plan logistics

Call #1 - Identify appropriate metrics.
Call #2 - Develop a communication plan.

Guided Implementation #3 - Follow up after training

Call #1 - Embrace HR’s role as coach.
Call #2 - Create an action plan for follow-up and next steps.

Onsite Workshop

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Onsite workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost onsite delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

Module 1: Customize Manager Training Deck

The Purpose

  • Examine customization considerations:
    • Legal
    • Transparency
    • Capability assessments
    • Outcome risk
  • Examine culture variations & potential impact. 

Key Benefits Achieved

  • Comprehensive understanding of the informed trust process model.
  • Establish training goals.
  • Establish steering committee roles.
  • Customized training materials relevant to organization's environment.




What is trust?

  • Working definition of trust.

Document sources for capability assessments.

  • Determine level of direction required for assessing capability.

Identify outcome risk considerations.

  • Training deck revised to provide relevant examples of outcome risk.

Review trust builder behaviors.

  • Determined behavior content fit and required support.

Determine factors for verification methods.

  • Identified mandatory/optional/prohibited verification methods.

Module 2: Review Learning Evaluation Model

The Purpose

  • Plan training evaluation and logistics.

Key Benefits Achieved

  • Training effectiveness criteria established in support of successful roll out of informed trust.




Identify trust metrics.

  • Quantitative & qualitative metrics prioritized and selected.

Plan training logistics.

  • Determined who, what, where, and when for training sessions.

Develop a communication plan.

  • Identified content and communication methods for executive & manager audiences.

Practice run-through of training deck.

  • Familiarity with training materials.

Module 3: Required Follow-up & Train the Trainer

The Purpose

  • Evaluate training success.
  • Identify required next steps.
  • Train the trainer.

Key Benefits Achieved

  • Evidence-informed action plan.
  • Build competence with model and training deck. 




Start/Stop/Continue exercise.

  • Identified actions & activities required to build and maintain capabilities in informed trust.