What We do
At Grip on Trust, we’re driven by one question: how do relationships really work: Why do they thrive, why do they break down, and how can trust be earned when it’s lost?
To answer that, we developed the 360º Trust Model, a practical framework to measure trust, trustworthiness, and even self-trust in any relationship. This model is at the core of everything we do. We use it to mentor leaders, train teams, speak at events, and write for anyone who wants to build stronger, more resilient relationships.
It also powers our programs, like the Leadership Landing Mentoring Program, which helps organizations ensure that new leaders start strong, build trust fast, and succeed in a way that benefits both the business and their own quality of life.
360º Trust Compass
Whether you like it or not, trust happens, but it’s invisible if you don’t know what to look for. You guessed it right, that’s exactly what we have developed. We have defined 6 principles and 24 aspects that influence the perception of trust in relationships, even the relationship with yourself. Our leadership coaching helps managers to become and stay confident, to become trusted and know who to trust.
The 360º Trust compass helps to ask the right questions, gain insights, and know what actions to take. Once you know what to look for, the results are in plain sight.
Leadership Landing Mentoring Programma
The topics listed here are examples. Jan tailors his speeches and presentations to a specific event or audience. Combinations of topics, target audiences, and desired learning points are always possible.
How does it work?
We’ve designed an 18-month program with 3 distinct phases:
Phase 1 (Months 1-3): Landing. We focus on helping the new leader understand the organization – who’s who, which relationships matter, and how strong those connections are. We start by mapping the trust dynamics with key stakeholders and show how behaviour directly impacts trust-building. Weekly trust-mentoring sessions support this foundation, while an executive coach works with the leader bi-weekly to navigate personal challenges and blind spots.
Phase 2 (Months 4-6): Aligning. We maintain close support as they settle into the organization and culture. Trust-mapping continues quarterly as relationships evolve. Monthly 60-minute trust-mentoring sessions continue the development, with executive coaching shifting to monthly sessions.
Phase 3: (Months 7-18) Embedding. Quarterly trust assessments continue, with monthly 30-minute trust-mentoring sessions providing ongoing support. Executive coaching is available on request.
Why 18 months?
Because real leadership doesn’t stabilize in 90 days. It takes time to gain influence, understand context, and build trust. Our program follows the natural rhythm of a transition: first landing, then aligning, then embedding and becoming part of the organization. We stay involved long enough to make a measurable difference.
Who is it for?
HR leaders who care about more than just onboarding. They want new leaders to truly land and thrive
Boards of directors who understand that a leadership hire is only successful when trust and impact follow
Management teams who want to set up newly appointed leaders—internal or external—for long-term success
Executive search agencies who want to deliver more than a placement: they want staying power and results
What are the results of the program?
Leadership transitions typically have a 50% failure rate. Our program flips this to a 80% or higher success rate. This saves companies 2-3x the annual salary in replacement costs while ensuring new leaders actually deliver results. Leaders understand the culture quicker, build trust faster, and gain the clarity and credibility they need to make an impact from day one.
Who will be your mentor?
You will work with Jan van der Spoel. He is the founder of Grip on Trust and creator of the 360º Trust Model. With over 25 years of experience as a creative director, Jan brings a unique designer’s mindset to leadership challenges, turning complex human dynamics into practical frameworks you can actually work with. Jan will be the trust-mentor during the 18 month program.
Next to Jan the new leader will work closely with an Executive Coach. Because the connection between coach and coachee is important, we’ll provide a shortlist of 3 experienced executive coaches to choose from
Grip on Trust is part of The House of Growth, a network of certified coaches and trainers and TrustXNetwork, an international network of toughtleaders and researchers about trust. Ensuring you get exactly the right expertise for your situation.
What is the investment and how do we guarantee succes?
The investment for this 18-month mentoring program is typically 18% of the annual salary, split into 3 parts: The first part (30%–40%) is due after the intake, when we all have a clear understanding of what is expected and everyone is aligned. The second part (30%–40%) is payable after the first 3 months, when the new leader is successfully onboarded.
The final payment doesn’t get invoiced until we’ve entered month 18, and only when we can confirm the position is really working out. We track specific KPIs, and we’ll only send that invoice once those targets are hit. This shows we’re genuinely invested in making sure the new leadership role delivers real success.
1 on 1 mentoring
Are you struggling with workplace relationships or want to build stronger leadership presence?
Not everyone needs a full leadership transition program. Sometimes you just need clarity on the relationships that matter, insight into team dynamics, or help building trust with key stakeholders.
What will you get?
- One-on-one mentoring sessions with Jan van der Spoel
- Personal trust-mapping to understand your relationship landscape
- Practical strategies for specific relationship challenges
- Tools to read team dynamics and organizational culture
- Flexible scheduling around your commitments
Who is this perfect for?
First-time managers navigating their new responsibilities and team dynamics
Mid-career executives Leaders between 40-50 typically struggle with personal purpose and engagement while managing complex relationships
C-level executives dealing with board dynamics, investor relations, or major cultural shifts
Female leaders seeking to build credibility and navigate workplace challenges
Anyone seeking to understand the “invisible” dynamics at work
How does it work?
Flexible format based on your needs, from single sessions to ongoing monthly mentoring. All sessions are confidential and tailored to your specific challenges.
What's the investment?
Depending on your specific questions and needs.