Corporate Workshops
Leadership
Lead, coach, and grow people with clarity, influence, and ownership.
Leadership
Lead, coach, and grow people with clarity, influence, and ownership.
Leadership
Building Trust in Teams
Give the team a shared way to diagnose trust and agree how it wants to work together.
Best for
Teams ready to examine their own working relationships
You leave with
- Explain how trust affects the speed and cost of work
- Diagnose the qualities that strengthen or weaken trust
- Agree a small set of trust-building team behaviours
Leadership
Career Conversations That Grow People
Make development an ongoing conversation that keeps ownership with the employee while adding useful organisational context.
Best for
Managers who want development to continue between formal reviews
You leave with
- Hold development conversations more regularly than the annual review cycle
- Stay curious about the person instead of assessing current work
- Add role and organisational context while preserving ownership of the development path
Leadership
Coach, Don't Tell: Leading People to Their Own Answers
Move leaders from advice-giving to conversations that grow ownership.
Best for
Managers who default to advice
You leave with
- Use a coaching mindset in normal leadership conversations
- Ask questions that create ownership
- Balance support, challenge, and accountability
Leadership
Coaching Skills for Career Advisors
Help advisors know when to coach, not just advise, and run conversations that let the other person own the next step.
Best for
Career-services teams building a shared coaching approach
You leave with
- Distinguish coaching from counselling, mentoring, and directing
- Create clear agreements and enough trust for a useful coaching conversation
- Listen, share observations with care, and ask questions that strengthen ownership
Leadership
How to Coach (almost) Anyone
Give people a usable coaching structure in one compact session.
Best for
Teams new to coaching
You leave with
- Use a simple coaching structure
- Help someone define the real topic
- Close with ownership instead of advice
Leadership
How to Run Effective 1-on-1s: Best Practice in 2026
Turn routine 1-on-1s into the manager's highest-leverage development conversation.
Best for
Managers whose 1-on-1s feel repetitive
You leave with
- Redesign the purpose of recurring 1-on-1s
- Use coaching questions without losing accountability
- Create follow-through that employees can own
Leadership
Influencing without Authority
Help people get movement when they cannot simply tell others what to do.
Best for
Managers who need cooperation from peers
You leave with
- Map stakeholder interests and currencies
- Frame requests as useful exchanges
- Plan influence conversations without relying on title power
Leadership
Mastering Leadership Styles: How to Flex to Person and Situation
Help managers stop using one default style for every person and situation.
Best for
Managers who rely on one default leadership style
You leave with
- Recognize default leadership patterns
- Choose a style that fits person and situation
- Practise flexing style in realistic leadership moments
Leadership
Self-Leadership and Personal Values
Help participants lead themselves before they are asked to lead others.
Best for
Participants making choices about how they want to work and lead
You leave with
- Name the values participants want their choices to express
- Distinguish fixed from growth-oriented responses to challenge
- Choose a next action that is consistent with what matters
Leadership
Solution-Focused Coaching for Fast Progress
Equip leaders with a fast coaching method that starts from possibility and evidence.
Best for
Leaders who want a concrete method
You leave with
- Ask future-focused questions
- Identify resources and exceptions
- Translate insight into a next experiment