Building trust

Trust, an essential pillar for the success of a modern team, is stimulated by the positioning of the leader.

Acting on credibility, connection and framework, leaders trust their collaborators and inspire confidence to go beyond.

or refer to the content below

The LeaderZone Approach

  • Our workshops are appreciated for their dynamism and their self-reflective dimension. They are designed to allow participants to explore, to exchange with their colleagues and coach in a constructive way, to learn and to commit to action.
  • This is ensured by using various techniques, such as simplified scientific models, inspiring stories, self-reflection exercises, discussions (in large groups, in small teams or in pairs), analysis of real cases, demonstrations, auto-diagnostics, experiments, debates or mini games.
  • During a workshop, some post-training missions are suggested and the participants are invited to identify concrete actions that they will put in place to ensure the transfer of learning in their daily lives and achieve the desired results.

  • Adaptable content to your reality and your needs
  • Learning-track format to drive a long-term transfer of skills
  • 2 or 3 hours per workshop
  • Every 2 or 3 weeks
  • An optimal cohort of 12 participants
  • Virtual, in person, hybrid or comodal
  • Self-reflective activities, concrete transferable tools, and post-training missions
  • High level of interaction and coaching-style facilitation
  • Integrating the LeaderZone platform is recommended for sustained learning throughout the program (activities between workshops))

The content in brief

Workshop 1.
Trust, a success pillar

  • Trust defined (based on neuroscience)
  • The ability to trust vs. the capacity to analyze
  • Inventory of the consequences of lack of trust
  • Psychological safety vs. accountability
  • The trust matrix
  • Self-assessment exercise and identification of areas of excellence and areas of vigilance

Workshop 2.
The three pillars of trust

  • Credibility
  • Perception of skills and values
  • Making credibility more visible

  • Connection
  • Building relationships, being genuinely interested
  • Driving candid conversations

  • Framework
  • Comfort zone vs. risk area
  • Engaging and empowering goals


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