Great Leaders create great businesses. Our work with leaders and their teams help them to be the best they can be.

People don’t learn to be great leaders through theory alone. To move from good to great, from average to excellent, leaders and managers have to change the way they behave. To do this they need the self-awareness to understand the way that they tend to think and act, and the impact that behaviour has on themselves and others. Only then will there be a conscious, sustainable behavioural change that enables individuals to excel. All our development programmes have behavioural change and self-awareness at their heart.


Our goal is by understanding further and immersing ourselves with your organisation, we will work as one team with your stakeholders, HR and training team to:

  • Create content that will be relevant and method that will engage and inspire those attending
  • Form a design that is cohesive and output focused
  • Recognise the individual and unique contributions and broad diversity that are within your people – we see our programmes as individual journeys that can then be built to a wider group journey. Our interventions often utilise a mix of delivery methods and mediums including masterclasses, personal development planning to support your succession planning, visual representations, residential leadership programmes, and we also can train your trainers to deliver development programmes for the future.


Our approach is to:

  • Put the participant in the driving seat of their own learning
  • Focus the learning and development on-the-job, our sessions are practical, experiential and linked with the ‘real world’
  • Making the learning as easy to learn as possible. The design of any development will focus on enabling delegates to learn as easily, quickly and as well as possible. They will provide maximum impact with minimum disruption.
  • Ensuring the development provides a rich learning environment that incorporates both comfort and stretch zones and actively seeks to avoid the ‘panic zone’. Therefore our support design is purposefully evocative (drawing from people’s comfort zone) and provocative (taking the learner into their stretch zone).
  • Ensuring that the learning sticks – sticky learning underpins the success of any development programme. Sticky learning stays with the learner, is experimented with and then put into practise. To be sticky, content needs to be simple, unexpected, concrete, credible, emotionally resonant and memorable.


Our recent work includes organisations such as Devon and Cornwall Police, Imerys, Flybe, NHS South West, Havencare and St Ives School of Painting.


Career Transition and Development


Employee Engagement


Change Management

Building Teams

Developing Leaders

Executive Coaching


Small Business Startup

Identifying Talent

First 100 days Coaching

Organisational Development

Strategic HR Business Partnering

Pre-Retirement Courses

Embedding Cultures and Values

Personal Branding



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