What we do?
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 Program
The problem: 50% of new leaders fail within 18 months
Leadership doesn’t happen in isolation. It happens in relationship, with teams, culture, and systems. Yet we all treat it like an individual challenge. New leaders are often left to navigate complex dynamics alone. The result? Burnout, disengagement, or early resignation. And when a new leader fails, the damage is significant: it costs on average 2 to 3 times their annual salary, slows down strategic momentum, increases team turnover, and erodes trust in leadership.
At Grip on Trust, we help new leaders succeed from day one. The Leadership Landing Program increases the success rate of any new leadership position from 50% to over 80%. We don’t just mentor leaders. We help them read the room, understand the system they’re entering, and build meaningful connections that accelerate their impact.
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
What is the investment and how do we guarantee succes?
De investering voor dit begeleidingsprogramma van 18 maanden is 18% van het bruto jaarsalaris, verdeeld over 3 delen:
Het eerste deel (30% – 40%) brengen we in rekening na de intake als iedereen een helder begrip heeft van de verwachtingen.
Het tweede deel (30% – 40%) factureren we na 3 maanden. De nieuwe leidinggevende is nu ingewerkt en het fase 1 van het programma is doorlopen.
De laatste betaling wordt pas gefactureerd als de 18e maand is begonnen en alleen als we kunnen bevestigen dat de nieuwe leidinggevende succesvol op zijn of haar plek zit.
We spreken concrete KPI’s af en sturen de factuur pas als die doelstellingen zijn behaald. Dit laat zien dat we oprecht betrokken zijn om ervoor te zorgen dat de nieuwe leiderschapsrol een succes is.
1 op 1 mentoring
Heb je moeite met relaties op de werkvloer of wilt u uw leiderschapskwaliteiten versterken?
Niet iedereen heeft een volledig leiderschapstransitieprogramma nodig. Soms heb je gewoon behoefte aan duidelijkheid over de relaties die ertoe doen, inzicht in de teamdynamiek of hulp bij het opbouwen van vertrouwen met belangrijke stakeholders.
Wat krijg je?
Individuele mentoringsessies met Jan van der Spoel
Persoonlijke Trus-map sessies om inzicht te krijgen in je relatielandschap
Praktische strategieën voor specifieke relatieproblemen
Hulpmiddelen om teamdynamiek en organisatiecultuur te lezen
Voor wie is dit perfect?
First-time managers die moeten wennen aan nieuwe verantwoordelijkheden en teamdynamiek moeten navigeren.
Mid-career Managers hebben tussen de 40 en 50 jaar vaak moeite met hun persoonlijke doelen en betrokkenheid, terwijl ze complexe relaties moeten managen. Aandacht voor relatiedynamiek, maar ook met de relatie met jezelf is hierin praktisch en effectief.
C-level executives die te maken hebben met bestuursdynamiek, investor relations of grote culturele verschuivingen.
Vrouwelijke leiders die geloofwaardigheid willen opbouwen, uitdagingen op de werkvloer willen aanpakken en met gemak door het glazen plafond willen stappen.
Iedereen die de ‘onzichtbare’ dynamiek op het werk wil begrijpen.
Hoe werkt het?
Hoe groot is de investering?
Afhankelijk van uw specifieke vragen en behoeften.