Courses

Trust & Inspire™

How Truly Great Leaders Unleash Greatness in Others

Free Guide

7 Steps to Create an Environment of Trust on Your Teams

Move From Command & Control to Trust & Inspire

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Free Guide

How to Build Trust

Unleash the Potential of Your Direct Reports

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Free Webcast

Build High-Trust Leaders That Get Results

Learn the Principles to Intentionally Create Trust

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Blog

Empathetic Leadership

Build Trust and High-Performing Teams

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Work has changed, but leadership in most organizations has not kept pace.

Although the Industrial Age approach to people and performance has evolved, it has ultimately just become a more enlightened form of Command & Control. The speed of change has outpaced the way we lead. We continue to lean into layers of hierarchy, tight oversight, and management for compliance, which slows innovation and performance. When trust is low, leaders tighten the reins, engagement falls, and results lag.

People don’t want to be managed; they want to be led. Great leaders inspire the kind of trust people choose to follow.

Trust & Inspire: How Truly Great Leaders Unleash Greatness in Others

Trust & Inspire equips leaders with a modern, human-centered approach that creates the conditions for people to do their best work.

By embracing five fundamental beliefs about people and performance, and practicing three everyday stewardships—Modeling, Trusting, and Inspiring—leaders grow people, unlock genuine commitment, and deliver measurable results.

From Command & Control to Trust & Inspire

Common Challenges

  • Micromanagement that slows work and creates rework
  • Disengagement and attrition of high performers
  • Inconsistent accountability and unclear expectations
  • Siloed teams and slow decision-making

Benefits

  • Accelerate execution on key priorities
  • Increase team accountability and discretionary effort
  • Increase engagement and retention
  • Speed decisions and cross-functional collaboration
125%
Inspired employees are more productive than satisfied employees.*
62%
Of employees say their leader’s style of leading is outdated.^
54%
Of daily AI users are more likely to trust AI over their manager.^

Delivery Modalities

Trust & Inspire is a one-day course available Live In-Person or Live Online.

Fundamental Beliefs of Trust & Inspire Leaders is a 90-minute module exploring five beliefs that transform how leaders think and behave.

To learn more about this module, click below.

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Trust & Inspire Leadership Stories

Frito-Lay

Increasing Trust to Exceed Expectations

Instead of falling victim to a financial disaster, Frito-Lay exceeded expectations. Economic recession, inflation, and unpredictable weather conditions caused massive price increases in Frito-Lay’s supply chain. They had to move quickly to change their business model. The Speed of Trust® prepared them with a new perspective and skill set to manage through unpredictable times.

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City of Provo

Transforming Culture Through Trust

The City of Provo was experiencing tremendous growth and an influx in business and investments. See how they transform their culture and keep the positive momentum going with The Speed of Trust®.

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Client Spotlight – Automotive Industry

Getting to Excellence Faster

An already high-performing automotive organization desires to reach their full potential. With the help of FranklinCovey’s All Access Pass®, the CEO says the team is committed to excellence and prepared for a future of intensifying competition.

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Marriott

Achieving the Highest Results Ever

Few industries are hit as hard as hospitality in uncertain times. See how Marriott is able to focus and engage their employees on the most important metrics, even while their world is in flux.

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Build trust and inspire your teams.

Develop future-ready leaders who your people choose to follow. Connect with an expert today to drive performance through high-trust leadership.

*Mankins, Michael. “Great Companies Obsess Over Productivity, Not Efficiency.” Bain & Company. March 2017.
^FranklinCovey Institute Proprietary Data, “Global Leadership Survey,” 2025.

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