It's earned because people can see how you relate to them
Course
With Sim Sitkin
A self-paced course on the behaviors that build trust, from the co-creator of the Six Domains of Leadership model.
32 lessons, 2–3 hours.
Launch price through Cyber Monday, November 30
Trust is a hot topic today. Everyone is talking about its erosion, how to build it, and why groups and individuals distrust each other. But what is it that really leads to trust?
As a leader, you need the trust of the people you're trying to influence before they'll be open to you leading them. And they won't trust you if they don't think you understand or care about them.
Most leaders believe they're trustworthy. Far fewer know how that trust actually gets built, or what quietly erodes it. Building Leadership Trust closes that gap. It gives you a practical, repeatable way to build trust on purpose instead of hoping it happens on its own.
In the Six Domains of Leadership model, trust is the effect of Relational leadership: demonstrating concern and understanding. When it's working, people rely on you and are willing to be vulnerable to your decisions and actions.
People listen to you because they trust your capabilities and qualities.
People rely upon you and are willing to be vulnerable to your decisions and actions.
Members of the organization feel they are part of a community and not just a collection of individuals.
People on your team consistently try to go beyond the established standards and goals, embracing a sense of challenge and opportunity.
People on your team are willing to take personal initiative when appropriate, and to defer to or involve others when that is more appropriate.
Organizational members take ownership of the mission, live the organization's values, and contribute to its success.
"The Six Domains of Leadership Model gives you specific, research-based results you can incorporate into your behavior to solve the problems you're facing right now."
— SIM SITKIN · DUKE UNIVERSITY · CO-CREATOR OF THE MODEL
Building Leadership Trust (incl. journal: Exploring Your Thoughts and Beliefs)
What Makes People Willing to Rely on You?
How Do You Show People You Care?
How Do You Make People Feel Seen and Valued?
Why Does Fairness Make or Break Trust?
Why Isn’t Meaning Well Enough?
How Do You Build Trust Up, Down, Across and Outside?
What Do You Do When Trust Is Broken?
How Will You Strengthen Trust Starting Now?
How Do You Keep Trust Growing Over Time?
Leaders, managers and rising leaders who want their influence to rest on something more durable than title or tenure, and who are ready to treat trust as a skill, not a personality trait.
Each lesson connects leadership research to recognizable workplace challenges — helping you move from understanding the model to applying it in conversations, decisions, and relationships.
See Fundamentals for LeadersIn Fundamentals for Leaders, expert Sim Sitkin draws on over two decades of research on trust, risk, and organizational behavior to provide a practical executive framework.
His work on leadership and control systems has been applied across top boardrooms and classrooms, from IBM to Duke Medical Center. This course offers a structured approach that enables leaders to evaluate their everyday behavior and pinpoint exactly where to make meaningful changes.
Krzyzewski University Professor of Leadership, Professor of Management and Public Policy, Duke University
Co-Creator · Six Domains of Leadership
Founding Partner · Delta Leadership, Inc.
Director · Duke Behavioral Science & Policy Center
Founding Faculty Director · Duke Center on Leadership and Ethics
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His research focuses on leadership and control systems and how they shape an organization's capacity for change and innovation. He's widely known for his work on how formal and informal control systems affect risk-taking, accountability, trust, learning from failure, and innovation.
He holds a BA in psychology from Clark University, an EdM in education from Harvard University, and a PhD in business from Stanford University.
Consulting & executive education for: ABB, Alcoa, American Airlines, Cisco Systems, Compaq, Corning, Credit Suisse First Boston, Deutsche Bank, Duke Medical Center, Ericsson, GlaxoSmithKline, IBM, Lenovo, PricewaterhouseCoopers, Red Hat Software, and others.
Fully self-paced: 32 short lessons, about two to three hours in total, hosted on Thinkific. Start, stop and come back whenever it suits you.
No. Building Leadership Trust stands on its own. If you’re new to The Six Domains of Leadership Model, Fundamentals for Leaders gives helpful context on how trust fits with the other five domains, but it isn’t required.
You leave with a personal trust action plan, so you know exactly what to work on first. From there, you can see how others experience your leadership with The Six Domains of Leadership 360° Survey, or connect with a Delta coach.
No. It’s for leaders, rising leaders and managers at every level, anyone who wants their influence to rest on something more durable than title or tenure. Coaches and HR teams also use it to give a group shared language for trust.
Caring and being trusted aren’t the same thing. Trust is shaped by what people see, not just what you intend. The course shows you how to make concern, understanding, respect and fairness visible in ways others actually notice.
It’s built for busy leaders. Each lesson is short and self-contained, and the course ends with a focused action plan you can start using the same week.
Yes. Email info@deltaleadership.com and we’ll help you set up group enrollment.
Refund requests must be submitted in writing to info@deltaleadership.com within 14 days of purchase. Eligibility requires that you have completed less than 20% of the course and have not received a Certificate of Completion. Once more than 20% has been accessed or a certificate is issued, the course is non-refundable. Approved refunds are credited to your original payment method within 7–10 business days.
Email info@deltaleadership.com and our team will work with you to resolve it promptly. Technical issues alone are not grounds for a refund if they can be resolved.
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