Open interactive workshop delivered in London to HR & Personnel Managers seeking to raise the levels of trust in their organisation.

1. Trust-small word, big meaning by Fluid March 2010

2. Page 2 Contents 3-4 Introduction to Fluid 5-6 To begin with 7-11 Is trust an economic measure? 12-13Exercise A 14-16Moving towards ‘fair’ treatment of your people 17-19How to tackle unethical behaviour in the workplace-and prevail 20-21 Need for greater transparency 22-23 Exercise B 24-26 Trust killed by candour 27-28 Trust and HR 29-34 Repairing trust 35-36 Rebuilding trust one brick at a time 37-38 Trusting wisely 39-40 The slippery slope of trust 41-42 How low can we go? 43-44 Exercise C 45-46 Building trust at the negotiating table 47-48 Conclusion and questions

3. Page 3 Introduction

5. Selection- Attraction - Remuneration & Reward - Outplacement - Training & HR consultancy

6. Page 5 To begin with….

8. Drivers of trust

9. Size of organisation

10. Time and distance

11. Age and gender

12. Private sector

15. The economics of trust

16. Key behaviours of trust

17. Changing cultures

18. Trusting oneself

20. Speed and cost

21. Trust taxes and trust dividends

23. CORES OF CREDIBILITY

24. Integrity

25. Intent

26. Capabilities

28. Talk straight

29. Show respect

30. Create transparency

31. Right wrongs

32. Show loyalty

33. Deliver results

34. Get better

35. Confront reality

36. Clarify expectation

37. Practice accountability

38. Listen first

39. Keep commitments

41. Page 13 Exercise A

42. Page 14 Moving towards ‘fair’ treatment of your people

44. Establish clear targets and rewards, whilst being clear about your expectations

48. It’s not a big deal

49. It’s not my responsibility

50. I want to be loyal

52. Recognise that this is part of your job

53. Be yourself

54. Challenge the rationalisations

55. Turn newbie status into an asset

56. Expose faulty either/or thinking

57. Make long-term risks more concrete

60. Towards greater transparency

62. Page 23 Exercise B

63. Page 24 Trust killed by candour

65. We need leaders like never before

66. Opacity in Government is the organisational equivalent of hardening the arteries

68. Enabling actions

71. Engagement

72. Survivor syndrome

73. Retention

76. Causal ascription

77. Causal attribution

78. Trustworthiness

80. Mistrust confirmation

81. Forceful confrontation

83. Good character

84. Good sense

86. Internal components

87. External components

88. Organisational failure

90. Immediate responses

91. Diagnosis

92. Reforming interventions

95. Apologise

96. Say what you will do prevent breaches

97. Promise to take action to repair damage

98. Ask for forgiveness

101. Start small

102. Write an escape clause

103. Send strong signals

104. Recognise the other person’s dilemma

105. Look at roles as well as other people

108. Authenticity

109. Truth

110. Effective

113. Average trust in the organisation

114. Average trust in the boss

115. Trust by age

117. Page 44 Exercise B

118. Page 45 Building trust at the negotiating table

120. Build rapport before negotiating

121. Set an appropriate trust default

122. Win their trust

124. Page 48 Conclusion Summary Questions