Course Schedule & Pricing
| Date | Mode | 1 Delegate | 2 - 4 Delegates | 5 or More | |
|---|---|---|---|---|---|
| 14–15 Sep 2026 | Onsite | $2,795 | $2,595 | $2,395 |
Course Overview
Organizations rarely lose trust because of strategy; they lose it because of misaligned expectations, ambiguous messages, and difficult conversations that never happen. This course offers a clear mindset and practical tools to close trust gaps, strengthen psychological safety, and design a culture where communication supports performance instead of undermining it.
Across the two days, participants will explore how trust is built, damaged, and repaired through daily interactions such as meetings, feedback, decisions, emails, hybrid communication, and difficult conversations. Learn to turn everyday communication into your main tool to build trust, collaboration, and high-performance norms.
Learning Outcomes
- Understand how trust is perceived across different cultures.
- Understand the relationship between communication, trust, and organizational culture.
- Identify communication patterns that erode trust (e.g., ambiguity, inconsistencies, silence, over-explaining, or lack of information).
- Apply practical frameworks to communicate with clarity, accountability, and credibility, even under pressure.
- Manage difficult conversations, feedback, and expectations without damaging key relationships.
- Understand the 18 types of conflicts in an organization and work on strategies to overcome them.
- Learn to actively use the T.R.U.S.T Communication Framework.
- Establish team communication norms that reinforce psychological safety, alignment, and sustainable performance.
Frequently Asked Questions
What is the "Trust Gap" in a workplace?
The "Trust Gap" refers to the disconnect between leadership's intentions and employees' perceptions. It often stems from a lack of transparency, misaligned expectations, or poor communication. Closing this gap is critical for fostering a productive, engaged, and highly collaborative workforce.
How can leaders build psychological safety in teams?
Leaders can build psychological safety by encouraging open dialogue, actively listening without judgment, admitting their own mistakes, and reframing failures as learning opportunities. When employees feel safe to speak up without fear of retaliation, trust naturally strengthens.
Why is communication critical for resolving workplace conflicts?
Ambiguity and silence are the primary drivers of workplace friction. Using structured communication techniques—like the T.R.U.S.T framework—helps address the 18 common types of organizational conflicts objectively, ensuring that difficult conversations happen constructively rather than being avoided.
Can broken trust be repaired in a professional setting?
Yes, broken trust can be repaired, though it requires intentional effort. It involves taking accountability, communicating transparently, adjusting behaviors consistently over time, and setting clear, actionable expectations to rebuild credibility and collaborative relationships.