Leadership courses.

High energy. Experiential. Interactive.

Bite-sized or comprehensive.

Everything you need to nurture your talent.

Culture starts at the top. If you want to impact employee performance and customer experience, you need to start with your leaders.

In today’s workforce, your leaders and future talent need to be agile, dynamic and innovative in order for your business to survive and, more importantly, thrive.

Our facilitators have trained and coached some of the largest organisations in the world. You can trust us to inspire and stretch your people ready for the future.

Take a look at our course library, or read on for more on our ethos.
Nurture talent

We deliver.

Courses tailored to you.

Want full leadership development programmes?

No problem.

You get.

A return on your investment.

Want to build team effectiveness?

No problem.

Our methodology is effective pedagogy.

Learning that sticks, for all different learning styles.

High Energy

Learning is about having fun! We’ll keep your learners hooked!


We’ll get your learners on their feet and engage them with learning challenges.


We’ll use a whole host of different delivery mediums and activities.

Dynamic facilitation

We’ll support open discussions and adapt the learning to the audience.

World class leadership development.

Upskill your talent and future proof your business.

We’re developing our courses all the time.

If you can’t see what you’re looking for in our library, don’t worry. Get in touch and one of our experienced instructional designers will help you.

Ready to make a difference?

Explore more.

Want to learn more? We've selected the most relevant further reading and listening from our resources library. Explore our work in action, read articles from our experts or listen to our webinars and podcasts.

Overseeing Wellbeing

Half day / One day

Do you care for the wellbeing of your team and do you want to invest time and effort to get the best out of them?

This session looks at how you can reap the regards of investing time into team wellbeing. It looks at key wellbeing factors and offers ideas and solutions to create a lasting positive, healthy working environment.

Learning Objectives

  • Understand what team wellbeing means with regards to the modern-day workplace
  • Assess what influences people’s wellbeing
  • Understand the effect wellbeing has on overall team performance and commitment
  • Foster a positive workplace that encourages team wellbeing and a healthy work-life balance
  • Create a work culture that supports a team to manage their own wellbeing

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