Trust, mutuality and learning mindset for leaders – introduction

Trust is the lubrication that makes it

possible for organizations to work.”

Warren Bennis

This course is part of a series of 3 packages which, together, form a comprehensive leadership development programme.

It is designed to enable you to build a community or team whose sustainable performance is built on strong foundations of trust, mutuality, learning mindset and shared purpose.

This series offers the following:

Trust, mutuality and learning mindset - introduction

This course focuses on the core understanding of trust building, and the underpinning leadership skillset:

  • Understand what trust is, how it is formed and damaged, and the performance and wellbeing impact that high trust has on the workplace.
  • Build your confidence and skillset in the art of great listening and impactful questions - to build trust and mutuality with others.
  • Understand more about how your presence as a leader, facilitator, host or coach, impacts the trust 'bank balance' in a group.
  • Start to build your own learning inquiry and trust practice.

Using yourself as a generative and authoritative presence, which helps others to connect, trust and collaborate better, creates the right conditions for innovation, performance and wellbeing.

Trust, mutuality and learning mindset - advanced

This course helps you:

  • Understand growth (learning) mindset, which enables trustful learning and adaptive change, and its enablers and obstacles.
  • Focus on processes and behaviours that create and support dialogic, generative practices in the groups and teams you work with.
  • Explores how trust turns up differently in internationally diverse groups.
  • Build your confidence and competence at handling difficult situations and conversations.

Most people are conflict averse, believing that tackling the trickier sides of group-life (like poor performance, or diverse, even antagonistic views), will damage trust and belonging.  But if these are handled with skill, compassion and mutuality, they can be trust-building.

Building purpose and trust in teams

Once you have mastered the underpinning skills of trust and trust-building as a leader, facilitator, host or coach - you are ready to take the step in super-charging your team's performance, belonging and creativity - and that is supported by building common purpose, and strength-based innovation, change and adaptive capacity.

This course helps you:

  • Understand, in depth, what it means to work from a deep sense of personal and shared purpose - and the advantages this confers on your organisation or team, in the forms of greater resilience, innovation and adaptation, customer-centricity and performance, and reduced attrition, absenteeism and insider-risk.
  • Focus on processes and behaviours that you can adopt, that support and enable purposeful engagement.
  • Enhance your skills, with advanced techniques and approaches to refreshing your team's sense of purpose and values, and orienting them around strengths and commitments.
  • Build confidence in responding to (apparently) 'blocking' energy from others, with generativity, curiosity and engagement, thereby benefitting from the wisdom and accountability embedded in the 'resistance' and maintaining adult engagement.

If we are serious about a flourishing workplace, abundant with accountability, adaptability, energy and innovation - then we need to lead them with adult-adult dynamics, giving up the comfort of control and imposition, and instead embracing the richness of shared creativity.

Each course costs £100 if purchased separately.  You can purchase all three courses as a cost-effective 'bundle' priced at £250, by selecting any of the individual courses, and then upgrading at your basket/cart prior to checkout.  If you do this, please remember to take OUT the original course, before going through checkout.

Ready to jump in?

£100.00 inc VAT

Programme contents

  • Trust, mutuality and learning introduction – course contents
    10 minutes
  • What drives top team performance?
    60 minutes
  • Understand human needs to build trust
    60 minutes
  • Trust and trust-building
    60 minutes
  • The gift of skilful listening
    90 minutes
  • The art of the question
    20 minutes
  • Checking in and out to build trust
    25 minutes
  • Develop your generative presence to be at your best
    30 minutes
  • Trust, mutuality and learning mindset bitesize – reflective paper
    Text Based
  • Virtual Peer Support Groups – options
    12 minutes

This programme offers

Work through it in your own way - binge or nibble?

Some people like to 'binge learn', meaning that they allocate a whole day, and sink into a thorough immersion in a whole module.  Others prefer to take 2 hours per week, and work through a single lesson at a time.

Our courses are ideally suited to both - you are in control and you can work in the way you want, at the time you want.

Whatever your preference is, you are advised to book time in your diary, to ensure you get into a learning habit.

Different types of media to suit all needs

Each lesson will mix videos to watch, with material to read and explore.

Plus there are downloadable handouts, worksheets, templates and checklists to print and take away, and keep for future reference.

A little more about the 'lessons' included in this course ...

Want to find out more about the content in each of the packages?

Keep scrolling, you will find a summary of each element below. 

Want to talk to someone about how this might suit you?

4 + 3 =

More detail on each of the lessons

What drives top team performance?

This lesson explores and integrates a range of the latest research and pragmatic ideas for enhancing the flow and performance of a team. 

Drawing on the work of Daniel Pink, Malcolm Gladwell, Anders Ericsson and Margaret Heffernan (amongst others) it connects these leading researchers' ideas to the practical experimentation in companies like Google (the Aristotle project).

With helpful tips for leaders and facilitators - you will discover how to create a culture of high performance, which is also learningful and human.

Understand human needs to build trust

Trust appears either explicitly or implicitly in just about every organisational ‘value statement’ document.  We use the word as if it were something simple that could just be demanded at will – of ourselves or each other.  When we combine this with an overly mechanistic view of the human being at work (for example 20th Century ideas such as “leave you emotions at the door” etc), we have lost touch with the fact that TRUST is profoundly human, based on the degree to which we are able to be vulnerable to ourselves and each other, and feel confidence that our deepest needs will be met with integrity.

This lesson uses the latest neuroscience, psychology and sociology to explore our deep human needs.  Take this lesson slowly, think it through and ‘feel’ it through as you go, allowing it to touch you and tell you something about what is important to you.

It deepens our understanding of our personal ‘triggers’ – those stress moments or periods which catch us and plunge us into a non-resourceful state, potentially defensive and reliant on old fixed habits - blocking adaptation and change.  Making a link between these and our deepest human needs, gives us the capacity for self-compassion and a deeper understanding of others - from which we might go on to enhance our capacity to adapt, renew and learn.

Trust and trust-building

Here we return to the nature of trust itself, but this time concentrating at the social level of teams and groups, and how leaders can start to deploy a new set of behaviours to build a culture which supports high trust and learning.

Again, building on the latest scientific and social research, and over 20 years of our own practice, we offer you proven techniques and tips to enhance your team’s culture, recapture the excitement and spirit of collaborative mutuality, learning and experimentation.

The gift of skilful listening

We live in a constantly changing web of interactions and connections with others, and with both human and non-human factors and experiences that force us into adaptations, innovations and work-arounds.  Some of these are welcome and exciting, others challenging.

When troubled - especially when we feel highly anxious or "under attack" - the choice to "lean" TOWARDS the source of irritation is a tough one - and yet, at the heart of sustainable and safe leadership, is the skill of listening with deep attention to what IS, rather than what we would "like" it to be.

This comprehensive lesson takes you on a journey from the most taken-for-granted levels of listening, through to the sophisticated capacity to adapt based on our engagement with others and the wider world, and with the joys and stressors of our lives.  With exercises you can carry out yourself, or invite others to join you with, it will help you develop your craft of deep listening.

The art of the question

​This lesson explores the range and nature of great questions - which promote learning with accountability, and support productive team or individual adaptation.

It will help you understand the different types of questions, their purposes and impacts.

It offers you a compendium of useful coaching, leadership and facilitation questions to help you develop your "art".

Checking in and out to build trust

One of the simplest, yet most profound practices that enable good work while IN a team or group workshop, learning process or meeting, is to properly handle the entry and exit processes.  We don't normally realise how important the rituals and gestures are that secure a level of intimacy which can then enable more challenging work to be done - but they are essential.

This simple and pragmatic lesson offers some techniques which can enable the leader, coach or facilitator to properly open and close such meetings, giving a better chance of real vulnerability and learning capacity.

Be fully present at your best

​We cannot hope to lead anything or anyone, if we are not fully aware of what is going on.  Whether we are interested in developing ourselves, leading people through change, creating new strategic options, or working at distance with complex dynamics - we have to fully turn up, with all our senses alive to the moment, to find the opportunities to be helpful.

This lesson contains an introduction video, and later in the lesson there is a 'deep dive' longer video by Daniel Goleman (of Emotional Intelligence fame) which those of you with a deeper interest may want to watch.

There is a handout with some additional tips, pragmatic tools, and some spaces to make notes.  You might find it useful to print this before sitting down to watch the video - to capture your thoughts and questions as you go along.

Reflecting 'out loud'

You may find that some aspects of this work touches you in ways that you will find uncomfortable, perhaps even exposing 'edges' that you hoped that you were hiding really well.

You can be pretty sure that you are NOT masking them very well at all, despite your best 'stories of yourself' (even if some of your stories sound convincing, and you are able to tell them even to yourself).  Facing your vulnerabilities with integrity and humility will build-up your credibility in the eyes of those around you, whereas trying to present an inauthentic version of yourself merely exposes your insecurity to all.  Our defences often allow us to be 'expert' for many years, and as long as we stay in expert-style jobs, we can carry on this way.  But the minute we get into real, senior leadership, we are SEEN.  Choices have to be made, it is time to return to self-development rather than self-protection.

If access to this package is part of an ongoing consulting support project with Lacerta Consulting, then please use the 'assignment' process right at the end of the package, to capture your learning, explore the questions it asks and complete some writing.  The more you open up, the more your consultant will be able to help you.  This is, in itself, part of the process.

If your access here is NOT part of a supported programme, please feel free to complete the paper anyway – we are always willing to offer our thoughts and point you in the direction of new support or learning.  And of course we are always delighted to receive any feedback about how you have experienced our learning products.

Whatever you write, it is ONLY seen by the Lacerta Consultant assigned to your programme.  It will never be shared with anyone else, and gives us the opportunity to understand how this is impacting you, what help you might need individually, and offers ideas how we might support the whole team.

Ready to jump in?

£100.00 inc VAT

Frequently asked questions

How long can I access a programme or course?

Your programme, course or module will be accessible to you for 1 year from the time you start it.

However in each lesson there are also PDFs, tools, products and exercises, that we think you will want to keep – you can download them, or print them.

What if I fall behind and out of step with the programme timing?

All significant learning commitments require some dedication.  This means making conscious choices, and carving out the time to acquire, experiment with, and reflect on what you are exploring.  Sometimes, this is going to clash with other priorities and occasionally it might feel a little overwhelming – even for the most dedicated learner.  If you know that a busy period is coming up, plan for catch-up time in the weeks that follow.

Some of our longer programmes involve following a specific timetable with a group – with new modules ‘starting’ at a given time.  This may tie in with Peer Support Group meetings, and/or with workshops or webinars.  If this is the case for your programme, an important aspect is that you are not alone – but in a community of learners.  The timings of ‘live’ experiences or group meetings are rarely changed once the programme starts, as this would impact negatively on your colleagues and co-learners.  Keeping up with others, so that you share your learning and benefit from their experience, is important.

Get into the learning habit, and if you have concerns about whether you will be able to do this, and if you fall behind at any time, just reach out to us and we will try to help.

Can I bundle one course or programme with another and save money?

Some of our courses are already bundled, in particular the shorter courses shown in our ‘bitesize’ section.  If the course you are interested in IS available in a value-for-money bundle, proceed with your purchase, and before closing the ‘sale’, you will be notified of this choices at your ‘Cart’.

If the other courses you are interested in are not bundled right now, just contact us, as we can put a custom bundle together for you.

Can I commission custom courses for my organisation?

Many of our programmes and short (bite-size) courses have been originally developed especially for a client – and, where appropriate, then adapted for a broader audience and turned into an ‘open’ programme.  It is our clients around the world that ‘pull’ new content and commission what we go on to build, to meet their needs at any given time.

If you would like to either curate a custom programme from our existing stock, or you have an area of new content that you would like us to look at, just contact us and we can help.

What if I'm not satisfied with my purchase?

Our courses and materials are getting great feedback from users – but of course it might not suit exactly what you are looking for.

We are always happy to refund you if you start a course and find it isn’t what you wanted.  Please contact us straight after completing the first lesson in the course if you would like us to refund your payment or switch you to a more suitable product. 

Please note that we are unable to refund a course that has been more than 50% completed.