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.

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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.​

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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.

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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.

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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. 

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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  

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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.

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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.

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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.