FOR TEAMS AFTER CONFLICT
Conflict happens. Staying stuck is a choice.
Rebuilding Trust is a steady, well-held process for teams recovering from conflict, a failed project, or a difficult restructure. We surface the facts and impacts without blame, agree on what changes now, and put guardrails in place so progress is real. Follow-up checkpoints verify that trust is actually rebuilding rather than just being talked about.
Download the session outline
A 30-minute call, no slides, no pitch. We'll talk through what's going on and whether Rebuilding Trust fits.
Does any of this sound familiar?
If the team has been through something and the after-effects are lingering, one or two of these probably resonate
Meetings are quieter than they used to be.
People are still turning up, still doing the work, but the easy back-and-forth has gone. You can feel the caution in the room, and it's starting to slow the team down.
Accountability has drifted.
Nobody wants to chase. Nobody wants to push. Balls are being dropped, and the team has lowered the bar rather than have another difficult conversation.
The same incident keeps getting replayed.
Not openly, but in corridors and one-to-ones. Different people hold different versions of what happened, and those versions are hardening into stories that won't loosen on their own.
People are talking past each other.
Two people who used to collaborate now go out of their way not to. Work routes around the problem rather than through it, and the cost of that routing is starting to add up.
If a few of those landed, Rebuilding Trust was built for this exact moment.
What we'll do together in the session
Rebuilding Trust is usually more than a single session. Depending on the severity, it runs as a full-day intensive followed by one or two check-ins, or as a staged process across four to six weeks with pre-work, individual conversations, and a group session. We scope the shape on a discovery call because getting this wrong makes things worse, not better.
The process is built around three jobs. First, we surface the facts and the impacts without turning the room into a courtroom. People need to feel heard before they can move on, and the team needs a shared enough version of events to stop litigating it. Second, we agree reparative commitments and the behaviours that will change in both directions. Third, we design the guardrails: escalation paths, review points, and clear triggers that surface relapse early.
What you'll walk out with
Three practical outputs your team can start using the next working day.
Output 1
Documented rebuild agreements.
The specific commitments people have made, named and owned. Written down so the conversation doesn't have to happen from scratch in six weeks' time. Short, concrete, and designed to be honoured rather than admired.
Output 2
Behaviours to start and stop immediately.
The small, observable things the team has agreed to change. We avoid abstract commitments and focus on the behaviours people will notice within a fortnight.
Output 3
Scheduled check-ins.
A simple rhythm of review points over the following three to six months, with us in the room if helpful or without us if not. These are the bits that matter. Without them, the session becomes a memory rather than a shift.
What the session actually covers
The agenda flexes around the team's context, but most sessions follow a version of the below.
We build a version of events the team can live with. Not a single "truth", but enough shared ground that the team can stop relitigating. Impacts get named clearly, because unspoken impacts are the ones that carry on shaping behaviour.
Shared facts and shared impacts, without blame.
We help the team agree on what will change, from whom, and how we'll know. We deliberately avoid over-commitment here; rebuild agreements tend to fail when they ask for more than people can deliver. Small, credible commitments are stronger than grand ones.
Reparative commitments and boundaries that can be kept.
We design the infrastructure that catches relapse early. How the team raises a concern in the future. Who notices. What the check-in cadence looks like. This is often where the most durable change lives.
Guardrails, escalation paths, and review points.
We bring the structure, the research, and the prompts. You bring the team and the real examples. Between us, you leave with a working practice rather than a set of intentions.
Who Rebuilding Trust is for
This process works best for teams of 5 to 15 with a specific, named breakdown in trust. It needs a leader willing to be part of the conversation, not just a sponsor of it.
Who it's for
• Teams recovering from conflict between two or more members that is affecting the whole team
• Teams after a failed project, restructure, or leadership change that has left residual damage
• Senior teams who have stopped disagreeing productively and started working around each other
• Cross-functional teams where a single incident has created lasting mistrust
Probably not the right fit if…
— One or more people involved are unwilling to engage in the process. We'll be honest on the discovery call if we think this is the case.
— The situation involves bullying, harassment, or anything that needs a formal HR or legal process first. Rebuilding Trust follows that work; it doesn't replace it.
— You want a one-off workshop that ticks the box. This process is deliberately not that.
This is one of the heavier pieces of work we do, and we price it accordingly. The scoping call matters more than usual here; we won't quote blind. If your situation doesn't fit one of these, we'll design around it.
Formats and investment
Pricing note: Rebuilding Trust uses a different tier structure to our other team sessions. The engagements are heavier, involve more preparation, and more individual touchpoints.
FORMAT
WHAT’S INCLUDED
INVESTMENT
Focused intensive
Full-day session, short pre-work, and one 90-minute follow-up
From £4,500+ VAT
Staged rebuild
Pre-work, up to six individual conversations, full-day session, and two follow-ups
From £7,500+ VAT
Full rebuild with coaching
Staged rebuild plus up to six hours of coaching for the leader or a key team member
From £9,500 + VAT
Multi-team reset
Designed around two or more teams where the breakdown has crossed boundaries
From £12,000 + VAT
Prices exclude travel and materials. Scope agreed in writing before booking.
Future Proof Learning has supported leaders and teams across the public sector, third sector, and private sector SMEs. Most of the teams we work with are navigating something meaningful, and the patterns we see look remarkably similar in every sector we've worked with.
Our wider track record
Personal effectiveness and leadership development programmes for national bodies including Public Health Scotland and the Royal Botanic Garden Edinburgh.
PUBLIC SECTOR
Team and leadership work with Scottish charities, often at executive and trustee level, including strategy and charter design for Edinburgh Dog and Cat Home.
THIRD SECTOR
Leadership and team development for SMEs across professional services, energy, and technology sectors, with a focus on owner-led and founder-stage businesses.
PRIVATE SECTOR
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Frequently asked questions
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Not in the formal sense. Mediation usually refers to a structured, sometimes legally relevant process between two individuals. Rebuilding Trust is team-level work facilitated by us, not a mediator. If you need formal mediation, we can signpost that.
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For the group work, yes. If key people won't participate, the process isn't going to do what it needs to. We'll have that conversation with you honestly on the discovery call.
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That's a possible outcome, and we'd rather know than pretend. Sometimes the useful outcome of this process is a clear, informed decision that the team needs to look different. We won't force a rebuild that isn't real.
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What's said in the room stays in the room, with the usual caveats around safeguarding or anything raising a legal or HR issue. We're clear about this at the start and the team agrees what it wants to share upwards.
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Four to six weeks ideally. We'll often want to do individual conversations before the group session, and that takes time to schedule.
We don't do hard sells. A discovery call is 30 minutes, no slides, no pressure. We'll talk through what's going on for your team, what you're hoping to move, and whether Change Compass is genuinely the right tool for the job. If it isn't, we'll tell you, and we'll usually suggest something else that fits better. That's probably a healthier way to start a relationship than a pitch deck.
Not sure if it's the right fit? Let's have a conversation.
Or email us directly at info@futureprooflearning.co.uk and we'll come back to you within one working day.
Download the session outline as a PDF