What We Do
Cultural challenges come from the big stuff — power, leadership, incentives, structures both visible and hidden. They also come from the small stuff — informal rituals, email sign-offs, the elephants nobody names. We work across both, wherever the change actually needs to happen.
We've worked with individual managers wanting one-to-one coaching, a scaling technology business on a long-term management programme, charities training their exec teams, and healthcare organisations using our resources across the country. The work looks different each time. The approach doesn't.
Leadership Development
Made for leaders in the NHS. This one looks at the psychology of power — how it shapes who feels able to speak up, who stays quiet, and what leaders can do about it.
Culture Change
Part of a series on culture change we made for neonatal teams at UCLPartners. This one unpacks the difference between kindness and niceness — and why it matters more than most people realise in high-pressure environments.
Workshops aren't where we hand over a deck. They're where we slow a team down, name what's been hard to name, and find approaches that hold up afterwards.
We design each one around what's actually going on for your team — not whatever was in last quarter's offsite. The work draws on psychology, neuroscience, conflict resolution, and organisational research, but lands as something practical.
Topics we work on regularly:
Sessions run from half a day to a few days. Teams of any size.
What teams usually leave with: ideas, language, and some shifts in ways of working, plus tools they can use the same week.
One-to-one coaching for leaders and managers who want to think more clearly, lead more honestly, and handle the harder parts of their role without flinching.
This isn't advice-giving or borrowed wisdom. It's a structured, confidential space to work out your own answers — with someone who's heard a lot of similar problems and has a few useful frameworks to bring.
We also coach teams: when something's stuck, when leadership has shifted, when a team needs to find new ways of working with each other. Often it's the most useful thing we do.
What we typically see: managers opening conversations they used to avoid; leaders getting beneath surface issues to the real causes; imposter syndrome, over-niceness, and interpersonal friction worked through into confidence, clarity, and kindness.
For organisations that want change to really last.
Programmes typically run three to six months — sometimes longer — and combine research, workshops, coaching, peer learning, and the building of practical tools and frameworks.
Past programmes have included:
We always start by finding out what's actually going on. The programme that comes out of that often looks different from the one originally asked for — because the presenting problem is rarely the actual one.
What's usually true 6 months later: management standards being lived rather than just trained, frameworks integrated into how people are hired and promoted, and a culture noticeably different from the one we found.
Sometimes a team doesn't have time for a workshop. Sometimes the change needs to happen at the level of the everyday — meetings, emails, debriefs, the way a difficult conversation is opened.
We build practical resources for stretched organisations: short video series, written guides, frameworks, conversation tools. Made specifically for your context. Designed to be used, not forgotten.
(One of these — a short video series for NHS maternity and neonatal teams — was nominated for a patient safety award. We're really chuffed with that.)
What we hear back: that the resources land, get used (not forgotten), passed around, and start conversations that wouldn't have happened otherwise.
Most organisations aren't. The first conversation is free, honest, and useful — even if we don't end up working together.
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