Psychosocial risk
Lasting relational tension is one of the psychosocial risk factors tracked by the INRS and by public surveys on working conditions. It surfaces late, often once the sick leave has already been filed.
For HR directors and L&D leaders
Your managers have difficult conversations. Measure how they improve.
Giving corrective feedback without breaking the relationship, announcing an unpopular decision, settling a team disagreement. TrustLeader turns those moments into repeatable practice — and gives you indicators on a skill that never had any.
The cost of doing nothing
What costs you is not the conflict. It is the conflict left untreated.
We will not sell you a number. The topic is documented by French public institutions — not by our marketing team.
Turnover and manager-driven attrition
The quality of the relationship with one's direct manager is among the dimensions tracked by the DARES and the ANACT in their work on working conditions. Nobody can put a figure on it for you — only your own indicators can.
The blind spot in your development plan
You measure attendance, immediate satisfaction, sometimes the end-of-session quiz. You do not measure whether the manager can actually hold the conversation two months later. That is exactly the gap TrustLeader fills.
No statistic is quoted on this page. We would rather you hold these sources up against your own data: absenteeism, turnover per team, verbatims from your internal surveys.
What you get
A skill everyone calls soft, measured hard.
Every number in your back office comes from a session a manager actually played, then had analysed. Nothing is self-reported.
Want to see concrete manager conflict situations? Explore the conflict management guide
Simulations that are scored
Your managers train in writing or by voice against a counterpart who pushes back, digs in or shuts down. Every session produces a report with per-skill scores and concrete next steps.
Skill Readiness Score
A 0-to-100 score per skill across six axes: active listening, empathy, emotional regulation, assertiveness, reformulation, solution seeking. Rolling 180-day analysis window. A skill that was never measured stays empty — it is never counted as a zero.
Relational climate index
The average of the four relational skills over the last 90 days, compared with the previous 90. Below two measured managers the index is not shown at all. A swing under two points is reported as stable, never as a trend.
Team reporting you can read
The back office shows who practises, on which skills and with what progression, manager by manager. Personality test results, by contrast, are only surfaced aggregated and k-anonymised — a minimum of five consenting people. Simulation transcripts are never accessible to the company administrator.
Compliance and trust
What we can actually prove.
Four commitments, worded at the level of precision of what is genuinely in production — no more, no less.
01
Transcripts encrypted at rest
Simulation message content and the transcripts attached to reports, in chat as well as voice, are encrypted in the database with AES-256-GCM using a key held outside the database. Encryption covers those content columns, not the entire schema.
02
Hosted in France
The service is hosted by OVH SAS in Roubaix, France, as stated in our legal notice. Some technical subprocessors may sit outside the European Union; the safeguards involved — standard contractual clauses and adequacy decisions — are detailed in the privacy policy.
03
GDPR rights built into the product
Access and portability through a dedicated export route, account deletion in two steps — request, then email confirmation. These are not support promises: they are product features. Data protection officer: dpo@trust-leader.com.
04
No automated decision-making
Scores exist to direct coaching, not to decide. TrustLeader issues no automated opinion intended for an individual decision — promotion, annual review, sanction. The judgement stays human: that is a product principle, not a configuration flag.
Rollout
What is ready, and what is not.
We would rather lose a tender than a customer. Here is the real state of the platform.
Available today
Invite managers by email
Straight from the company back office, with no involvement from your IT department.
Manager and administrator roles
Accounts tied to the company, with a distinct read scope for the administrator.
Interface in 7 languages
French, English, Spanish, German, Italian, Dutch, Portuguese.
Export of individual results
PDF export of personality test results, and browser printing of simulation reports.
In preparation
None of the following has shipped. Do not build your rollout plan on it.
SSO and SAML
No SAML or SCIM implementation is in production today. The topic is handled case by case on the Enterprise plan.
File export of team reporting
Team indicators are consulted in the back office. CSV or spreadsheet export has not shipped yet.
HRIS connectors
No native connector to an HRIS or an LMS at this stage.
HR questions
The four questions we actually get asked.
The ones that decide, not the ones that reassure.
Can TrustLeader be funded from our training budget or by a training fund?
TrustLeader is a software subscription, not a formal training programme: we issue no training agreement and claim no Qualiopi certification. Depending on your sector and your funding body, a practice tool may fall within certain envelopes, but that must be checked with them before you commit — we will not tell you otherwise just to close faster. The simplest budget line remains tooling or management development.
What can I genuinely present to the executive committee?
Three things: the team's Skill Readiness Score, 0 to 100 per skill over a rolling 180 days; the relational climate index, 90 days against the previous 90; and actual practice volume, manager by manager. Every value comes from a session that was played, never from a self-assessment. As of today there is no file export: you present from the back office.
What does a rollout across 50 managers look like?
You create the company account, invite the managers by email from the back office, and each of them activates their account and starts. There is no IT project: nothing to install, no HRIS connector to wire, no SSO to configure since it does not exist yet. The real budget is internal — explaining why you are rolling it out weighs more than the technical setup.
Will I see my managers' individual data?
Partly, and the scope is explicit. You see per-skill scores, practice volume and the date of the last session, manager by manager. You do not see simulation transcripts: they are not exposed to the company administrator and are encrypted in the database. Personality test results only surface as an aggregate of at least five people who gave explicit consent. Announce that scope as-is to your teams: it is what makes them practise.
Let's talk about your managers, not about our product.
Describe your context in three lines — team size, what you are trying to shift. We come back to you with a demo framed around your case.