1. Welcome participants and briefly introduce yourself.
Transition: You have a lot of experience working and leading in today’s environment. Let’s introduce ourselves to one another and answer the following questions based on your experience in the workplace.

2. Instruct participants to introduce themselves and answer the questions on the slide.
Allow 5 minutes.
Debrief in the large group.
(Example answers: Trust is feeling confident in someone’s ability; trust is what you earn when you walk your talk; you need to trust people to get things done; the best and most efficient work gets done with trust; people are more engaged with trust, etc.)
Transition: This work session is based on one premise.

3. Read the slide.
Transition: If trust is one of the most critical leadership competencies a leader can use to get better results, the intent of our work session is…

4. State: We begin this work session with the case for trust
State: We begin this work session with the case for trust. Notice the quote at the bottom of the page—a summary of our intention for this program.
Please note the imagery throughout your materials.
As we go throughout the work session, we will discover how water is a metaphor for trust.
Transition: Next, you will watch a video. In it, you’ll be introduced to Stephen M. R. Covey, author of the book The Speed of Trust. As you watch the video, look for why Stephen calls trust “the most critical leadership competency”; also, notice how trust is compared to water, and note any other insights you have.

5. Debrief the video in the large group.
Ask: Why is trust so critical?
Allow responses.
(Example answers: Trust affects everything you are trying to accomplish—making it easier if it’s present, and harder if it’s not. We live in low-trust societies and need it more than ever.)
Ask: How is trust like water?
(Example answers: When trust is in abundance, work and people flourish; when it’s scarce, work and people wither, slow down, and become disengaged.)
State: Turn to page 2 in your guide.
Have a volunteer read the quote at the bottom of the page by Jack Welch.
Ask: Do you know trust when you feel it?
Transition: For our purposes in the work session, let’s introduce a common definition for trust.

6. Read or have a volunteer read the definition of trust on page 2 in the guide.
State: While most of us understand the feeling of trust, the noun, we’re going to learn about trust, the verb, in this work session. Trust is more than a feeling you either have or don’t have. It is an actionable asset you can observe, measure, and create.
Transition: In the tQ Assessment, you were rated on your ability to create trust in the areas of both character and competence. So, what does “tQ” stand for?

7. (Facilitator Note: Keep this exercise to approximately 7 minutes.)
Instruct participants on the right half of the room to stand.
State (referring to the half of the room that is standing): All of you no longer work for our organization. You now work for a new organization called ABC. You represent every person in your new ABC organization.
Transition: Now let’s see what it’s like to work for ABC organization. Remember, you represent every individual at every level in your new organization!

8. (Facilitator Note: Finish reading and building the slide.)
Ask: Do you have this clearly in your mind? You’ll talk about what it is like to work in ABC organization in a minute. Stay standing.
Instruct participants on the left half of the room to stand.
State (referring to the left half of the room that is standing): All of you no longer work for our organization. You now work for a new organization called XYZ. You represent every person in your new XYZ organization.
Transition: Now let’s see what it’s like to work for XYZ organization. Remember, you represent every individual at every level in your new organization!

9. (Facilitator Note: Finish reading and building the slide.)
Ask: Do you have this clearly in your mind?
Transition: Now I’d like you to discuss this question in your small groups relative to your respective NEW organization: “What is it like to work there?” Please use the question prompts on the screen or on page 4 in your guide to direct your discussion.

10. Solicit comments and insights on the quote.
Transition: Earlier we mentioned the “economics of trust.” Let’s take a look at the Trust Taxes and Trust Dividends Stephen referred to in The Speed of Trust video. Turn to page 7 in your guide.