Your people.
Your potential.
Transforming organisational capability and driving workplace performance.
Creating progressive cultures.
Raising EDI awareness and building inclusive and psychologically safe workforces.
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Work on wellbeing.
Looking after the mental wellbeing and resilience of your people.  
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The future of learning.
Integrating learning into everyday life, whenever and wherever it takes you.
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Your people.
Your potential.

Transforming organisational capability and driving workplace performance.


Dynamic and disruptive people solutions for tomorrow's workforce.

We have it all boxed up for you.

Whether it’s leadership training and digital learning, or engaging your people in a values driven culture, we have stacks of experience in the bag, ready to help you futureproof your workforce.

Making a difference to people's lives,
in the workplace and beyond.

Meet our clients.

They’re making a difference.

We work across a variety of industry sectors, but one thing remains the same; the long-term partnerships we develop with all our clients. We really get to know their business inside and out so that we can give them the best possible, personalised service. We consider ourselves part of the team! Here’s a few we call friends…

We’re proud of the breadth and depth of the projects we’ve worked on, and we’re proud of the teams we work with! Take a look at some of the things we’ve been working on with our amazing clients and how, together, we’ve made a genuine difference.

Positively different.

Customised solutions and consultancy.

Our solutions are grounded in the latest research and completely customised to you. We’ll work closely with you to understand your challenges, the outcomes you are targeting and how it ties into your overall goals. Then we’ll develop your perfect solution, tailored to your needs and your culture and get you the business impact you’re looking for. 

Employee Experience

Organisational culture
Wellbeing & mental health
Diversity & inclusion

Leadership Training

Leadership courses
Leadership programmes
Full curriculum design

Learning Technology

Bite-sized microlearning
Bespoke eLearning
Off-the-shelf eLearning

The 4Ps of Candid Conversations


The “Four Ps” model can help us to plan for a difficult or candid conversation so that both parties find it beneficial.

Learning Outcomes

  • Learn how to plan for a difficult or candid conversation so that both parties find it beneficial
  • Understand how to use the 4Ps to deliver a difficult message
  • Consider how this can help manage under-performance in a structured manner

Assertive Disagreement


When you disagree with someone, it is often best to be direct and clear, as it avoids an unfortunate misunderstanding. People can shy away from disagreement as it can sometimes feel confrontational. The assertive approach introduced in this module helps you to express your disagreement in a professional, constructive manner.

Learning Outcomes

  • Learn what assertiveness is
  • Learn a process to put your case across without getting emotional
  • Provide context for how to use the model in a real-world environment

Thomas-Kilmann Conflict Mode Instrument


Because no two individuals have exactly the same expectations and desires, conflict is a natural part of our interactions with others. This self-test assessment will tell you more about your predominant style of handling conflict and what this means.

Learning Outcomes

  • Provide a starting point for your development
  • Identify your conflict handling style
  • Learn about the five conflict handling modes

AID Feedback Model


Providing feedback that encourages open dialogue and communication enhances your credibility as both a teammate and as a leader. AID is a simple feedback model that can be used for positive moments and those that need corrective action.

Learning Outcomes

  • Learn a simple model for providing feedback
  • Identify your own role in each of the stages
  • Discover the benefits of creating a feedback culture

Action-Centred Leadership


Good managers and leaders should have full command of the three main areas of the Action-Centred Leadership model and should use each of the elements according to the situation.

Learning Outcomes

  • Discover John Adair’s action-centred leadership model
  • Learn how to adapt the model for your own work situation
  • Investigate the danger of becoming out of balance

Question Types


Asking the right question is at the heart of effective communication and information exchange. Using the right questions can improve a whole range of communication skills; the information we receive back (the answer) will depend very much on the type of question we ask.

Learning Outcomes

  • Learn why asking the right question is at the heart of effective communication and information exchange
  • Discover why the right questions in a particular situation can improve a whole range of communication skills

Dr. Mehrabian’s Communication Model


We are always communicating, even when we are not speaking. Other factors communicate what we really think and feel, which can be explained by looking at Albert Mehrabian’s communication model.

Learning Outcomes

  • Learn the impact of mixed messages when communicating
  • Understand that communication is a blend of words, body language and tone

Situational Leadership


Leaders need to tailor their approach based on the person they are coaching, their experience at the task and their level of enthusiasm for completing it.

The ability to adapt your leadership style to cater to different tasks and your people’s needs is called situational leadership.

Learning Outcomes

  • Understand Hersey and Blanchard’s situational leadership model
  • Recognise directive and supportive behaviours
  • Understand the four leadership styles in line with situational leadership
  • Understand the development levels of team members, based on competence and commitment
  • Become confident with flexing your leadership style to the individual and the situation