Most managers aren’t struggling because they don’t care. They’re undermanaging. This workshop turns four trust-building plays into skills managers practice in the room and use the next day.
Nobody tells you that when they hand you the title. They tell you about the influence and the opportunity. They leave out the team member who checked out, the performance conversation you’ve been dreading, and the expectation you forgot to set until it was too late.
Most managers aren’t struggling because they don’t care. They’re struggling because nobody ever gave them a real playbook and the time to practice it. This workshop is both.
Managers Who Build Trust takes the four plays from Justin Patton’s signature framework and moves them from concept into practice. Managers don’t just learn what great looks like. They do it. With real scenarios from their own organizations. With peer feedback on what’s working and what isn’t. With a clear picture of where they’re leading well and where they have room to grow.
The four plays — Build Authentic Relationships, Set Clear Expectations, Lean Into Performance Conversations, and Recognize What’s Right — aren’t theory. They’re the behaviors that separate the managers people want to work for from the ones they’re quietly trying to get away from.
This workshop is how organizations make great management the standard. Not the exception.
Great managers don’t just manage people. They move people. They are the single most important factor in whether someone stays or leaves, grows or stagnates, gives their best, or protects what’s left.
Justin Patton
“The three-hour ELD workshop was time very well spent. Justin provided great examples and practical approaches to build a corporate culture based on trust. He also brought a lot of positivity and energy that kept everyone highly engaged. Justin did his homework in preparing for the workshop by reviewing the employee engagement survey results and tailoring it for us, which made the content very relevant.”
Everyone communicates the way they do for a reason. Using DISC, participants discover their style, read the styles around them, and learn to flex for more trust and less friction.
The speakers people remember aren’t the most polished. They’re the most real. Participants build a clear core message, then deliver it live with real-time coaching.
Emotional intelligence usually stays vague. Using the EQ-i 2.0, leaders see exactly where they’re strong, where they’re off balance, and the one change that moves everything else.
Telling people what to do solves today’s problem and creates tomorrow’s dependency. Led by a PCC-credentialed coach, managers practice the questions that get people thinking for themselves and owning the outcome.
Most influence happens from the side of the table, not the head of it. Participants learn to build support, frame their message, and move ideas forward when they don’t hold the title.
There’s a conversation you’ve been putting off. Using the STEAM model, participants practice saying the hard thing with candor and care, and leave with a plan for the real one.
Every room you walk into gets a version of you. This workshop shows leaders which one people actually experience and how to bring their best on purpose. It isn’t motivational. It’s a mirror.
Give your leaders space to work through real challenges, practice better conversations, and build the habits that help teams trust each other.
