People strategy.

The foundations to your success. Let’s get it right.

How can we help you?

First, listen to understand.

Whether you have a comprehensive strategy in place and just need some external expertise on certain elements, or you’re not sure where to start, we can help you.

What your people need to succeed is never a one hat fits all solution. True to our values, we will take time to understand your organisation, your overall business strategy and your existing people systems, then look for the most effective way to boost this and get you high performing, happy employees.

All our work is completely bespoke and tailored to what’s right for your individual needs.

People Strategy

We deliver.

Spot on consultancy.

Look after your employee's wellbeing.

Trust us.

You get.

Strategic alignment.

Create an inclusive people-first culture.

Trust us.

Supporting the employee lifecycle.

Embedding your organisational culture, in every step.

At the very core of your people strategy sits your employee lifecycle. Every step of this lifecycle that your people go through, needs to be aligned to your vision, values and operational objectives. You need to be able to attract and recruit the top talent, provide them with top notch development to nurture their skills, and engage them in a culture where they’re empowered to be themselves, they have autonomy, and they know that you will look after them every step of the way.

Well, we’re here to look after you every step of the way. Here’s a selection of the things we can support you with.

An employer brand that resonates

Diverse & inclusive culture​

Interview skills to improve selection

Clear organisational mission & values

Candidate experience that’s true to your brand

Employees that are happy, healthy & resilient

Digital onboarding programmes that inspire

Inspirational managers that do the right thing

Initial training plans to expedite competence

Leadership behaviour frameworks to empower performance

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.

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