Pick the one that fits, or talk it through with us
Performance, Leadership and Talent
Practical projects to rethink how you manage performance, grow talent and plan for the skills you'll need.
Read moreFractional Critical Friend
Senior people thinking, without the full-time hire. Two to four days a month alongside your leadership team.
Read moreExecutive Coaching and Learning
Coaching for leaders and leadership teams, plus practical learning sessions, measured on behaviour and results.
Read moreDoes your performance process help performance?
Focused projects on the parts of your people system that shape performance: how you talk about it, how you spot and grow talent, how you plan for the skills you'll need and how you support your managers. Or in other words: grow the skills you need, rather than always buying them in.
Only 39% of UK employees see good career prospects (CIPD Good Work Index 2025). When people can't see where to grow, many look elsewhere.
Honest performance conversations
From annual ratings to regular, honest conversations, with calibration as a leadership conversation about evidence.
Talent and succession
From 9 boxes to action: your critical roles named, with real succession cover and development behind them.
Career pathways and workforce planning
A clear view of the skills you'll need, and visible routes for your people to grow into them.
Manager capability
Managers supported to create the conditions where people feel they belong and can thrive.
Senior people thinking, without the full-time hire
Many growing organisations don't need, or can't yet justify, a full-time HR director or head of performance and talent. They still need that thinking. A critical friend is on your side, which is exactly why they'll challenge you rather than just agree.
- Two to four days a month
- A clear, agreed scope
- Value-based retainer
- Independent challenge
A seat at the table
An independent voice on people and performance in your leadership meetings.
People insight for your board
People data joined up with your business results, ready for a real board conversation.
Support for your HR lead
Coaching and a sounding board, so they grow in the role and stay connected to the leadership agenda.
Challenge with care
Questions that test assumptions, and practical options, so decisions are deliberate rather than reactive.
Coaching and learning that changes Monday morning
Coaching gives leaders the space to be curious about their own impact, with someone alongside them. Learning sessions give managers practical tools for the conversations that matter most. Both are deliberate about one thing: what changes afterwards. Or in other words: we measure behaviour and results, not attendance.
Executive coaching
One-to-one coaching for senior leaders, built around the real challenges in front of them now.
Leadership team coaching
Working with a team on trust, candour, connection and how it makes decisions together.
Learning sessions
Practical sessions such as honest performance conversations, using people data and leading with candour.
Measured impact
Agreed up front what should change, then checked against behaviour and business results.
Start with one question
A free 30-minute conversation about the one thing your leadership team most wants to understand. No preparation needed, and no obligation.
Performance is more than a number.