Most leadership programmes end with a binder on a shelf. Ours end with managers who run better meetings, give clearer feedback, and make faster decisions. We work on-site with mid-size organisations across Scotland and the wider UK.
Book a diagnostic call
We keep the structure tight so your people spend time practising, not sitting in seminars.
A 60-minute call with the sponsor (usually the MD or HR director). We map the real friction points: where decisions stall, where accountability breaks down, where talented people disengage. No questionnaire. Just a focused conversation that surfaces what matters.
One of our consultants spends two days inside your organisation. They sit in on meetings, watch how information flows, and note the gap between what leaders say and what the calendar shows. This phase is uncomfortable and useful.
Based on what we observe, we build a four-to-eight-week programme. It might include one-to-one coaching for two senior leaders, a weekly 90-minute workshop for the wider management group, or a restructured meeting cadence. Often all three.
We run the programme on-site. Every fortnight we review progress with the sponsor using concrete indicators: meeting length, decision turnaround, 360-feedback scores. If something isn't working, we change it the same week.
At the end of the engagement we produce a short written summary of what changed and what to watch for. Three months later we check in for a 45-minute review call, included in the fee.
A 200-person distribution firm had promoted six warehouse supervisors into management roles without training. Meetings ran long, decisions bounced between departments, and two of the six were considering leaving.
After a 6-week coaching programme, average meeting length dropped from 75 to 40 minutes. All six managers stayed.
Three clinic directors reported to a new CEO who wanted to centralise operations. The directors resisted. Trust was low and communication happened mostly through email.
We facilitated a structured alignment process over 8 weeks. The group agreed on a shared operating model and moved to weekly 30-minute stand-ups.
A 40-person agency had grown quickly and the two founders were still approving every client brief. Bottleneck was the polite word for it.
We helped the founders define decision rights for their four team leads. Brief approval time fell from 5 days to 1. The founders took their first holiday in three years.
This is the work we do most. When a senior team says they agree on strategy but keeps pulling in different directions, the problem is rarely the strategy. It is usually unclear roles, unspoken disagreements, or habits carried over from a time when the organisation was smaller.
We run a structured process that makes the invisible visible. Over four to six weeks, we help the team define who owns which decisions, how conflicts get resolved, and what "done" looks like for shared goals. The output is a one-page operating agreement the team actually uses.
Individual coaching for people in their first 12 months of a management role. Six fortnightly sessions, each 75 minutes, focused on delegation, feedback, and running effective one-to-ones. We pair each new manager with a consultant who has managed teams of similar size.
For boards that need an external facilitator for a specific session: annual strategy days, succession planning discussions, or post-crisis reviews. We prepare by interviewing each board member individually, then design and run the session. Typical length is a half day.
We observe your meetings for a week, then deliver a short report with specific recommendations. How many meetings could be emails? Which recurring meetings lack a clear owner? Where do the same three people dominate? The report costs £1,800 and takes five working days.
Yes. About a third of our clients are based elsewhere in the UK. We travel to your site for the observation phase and deliver workshops in person wherever possible. Coaching sessions can happen over video if the participant prefers, though we find in-person sessions tend to be more productive for the first two meetings.
A full leadership team alignment programme for a group of five to eight people runs between £12,000 and £22,000 depending on duration and travel. Individual coaching is £950 per person for the six-session package. We quote a fixed fee after the diagnostic call so there are no surprises.
Training courses teach general principles to a room of strangers. We work with your actual team on your actual problems. The content is built from what we observe during the shadow phase, not from a pre-written slide deck. And because we measure outcomes fortnightly, we adjust the programme if something is not landing.
We prefer it. Your HR team knows the organisation better than we ever will. We usually ask the HR lead to attend the fortnightly review meetings and to co-own the follow-up actions. That way, the capability stays inside the organisation after we leave.
That is fine. The meeting culture audit is a standalone product. We also do single facilitated sessions for boards or leadership teams facing a specific decision. Not every situation needs a six-week programme.
The first conversation is free and takes about an hour. Tell us what is going on and we will be honest about whether we can help. If we are not the right fit, we will say so.