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Read our thoughts on the hottest topics in the industry right now.

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The power of Whole Brain® Thinking

Jo Morgan 23rd October 2024

Our team recently completed Whole Brain® Thinking assessments, a group profile debrief, and a ‘ThinkAbout Teams’ session. This hands-on experience helped us understand our thinking preferences and enhanced our collaboration.

Read the full blog to see how we’re using this insight to strengthen team dynamics and drive actionable outcomes!

Click here to read more »
Jo Stanley stood in front of a TV, displaying the opening PPT slide

Finding my feet

Joanne Stanley 15th August 2024

Discover how psychological safety and a supportive onboarding process helped Jo find her feet when she started at PeopleUnboxed.

Read her journey and insights on building trust, relationships, and thriving in a new role.

Click here to read more »
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Inclusive Leader.
Open programme.

Kate Peters 19th June 2024

Looking to enhance your understanding of DEIA principles and create a more inclusive workplace culture?
Need to champion diversity and inclusivity but don’t have enough people to justify an in-house programme?

We’re here to support you.

Click here to read more »
5 people stood in front of a brick wall. You can't see their faces as they are all holding up an emoji style face mask in front of them. The emotions range from angry (on the left) up to delighted (on the right).

Strengthen your mental fitness.

Arlene Marsella 23rd April 2024

Discover how developing Positive Intelligence (PQ) can transform your mindset, boost wellbeing, and enhance performance.

Learn practical techniques to weaken your Saboteurs and empower your Sage. And embrace the journey towards resilience and growth!

Click here to read more »
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Demystifying AI in L&D.

Paul Westlake 4th March 2024

What if AI, instead of replacing human instructors, became their ultimate teaching assistant?

Well, in the world of learning and development, that’s not such a “sci-fi” idea you know.

Click here to read more »

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Learning that's accessible for everyone.

We strongly believe in making learning accessible for everyone. We are committed to ensuring accessibility whether that’s our digital content, virtual classroom or face-to-face classroom delivery, and we are working to continually improve our experience for everyone.

We encourage you to let us know of any accessibility requirements for your learner population and we will work with you to make the necessary accommodations so that everyone is included.

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PeopleUnboxed Limited     |     0203 633 6383     |     hello@peopleunboxed.co.uk

Registered Office: 4th Floor, 18 St. Cross Street, London, EC1N 8UN

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  • 2025 PeopleUnboxed Ltd

Company registration number: No. 11314151
VAT Number: 294 8653 48

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The 4Ps of Candid Conversations

eLearning

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
15 Minutes

Assertive Disagreement

eLearning

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
15 Minutes

Thomas-Kilmann Conflict Mode Instrument

eLearning

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
15 Minutes

AID Feedback Model

eLearning

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
10 Minutes

Action-Centred Leadership

eLearning

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
15 Minutes

Question Types

eLearning

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
15 Minutes

Dr. Mehrabian’s Communication Model

eLearning

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
15 Minutes

Situational Leadership

eLearning

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
15 Minutes