Across both sides · Long programmes
Change that outlasts the programme, not awareness that fades by Monday.
Three to twelve months of structured work that connects both sides of the event. Workshops, coaching and embedded support are combined around your operation, so what you learn from reviews shapes how your teams prepare, brief and debrief.
Why longer works
A single workshop produces awareness. Change takes longer.
A good workshop can shift how people think for a while. Then they return to the same pressures, the same reporting process and the same response from leaders, and the old patterns come back. The work that lasts happens back in the operation, with support while new habits form.
That is why our programmes run for at least three months. They bring together the capability-building of our workshops with coaching for leaders and support while your teams apply what they have learned to real events and real work.
Signs a programme may suit you
- You have run training before, and want this time to be different.
- Reviews keep reaching similar conclusions about individuals.
- Leaders want people to speak up, but reporting stays low.
- You want to build internal capability rather than rely on outsiders.
How a programme runs
Built around your operation, in four stages.
No two programmes are the same, because no two organisations are. Most follow a similar shape, which we agree with you at the start along with the outcomes we will measure progress against.
Stage 1
Understand
We learn how work is actually done, through conversations, observation and a look at recent events, and agree what you want to be different.
Stage 2
Build capability
Workshops drawn from across our programmes, such as the LAB, LFEO, Just Culture and Train the Trainer, chosen for what your teams need.
Stage 3
Embed
Coaching for leaders, supported learning reviews and debrief practice back in the operation, while the new habits take hold.
Stage 4
Review
We look together at what has changed against the outcomes agreed at the start, and plan how you sustain it without us.
What changes
Signs the programme is working.
We agree the measures with you at the start, so both of us know what success looks like. These are the kinds of change our programmes aim for.
- ReportingNear misses are reported more often, because people trust that what they share will be used for learning.
- DebriefsDebriefs become more honest and more useful, because leaders have experienced what a good one produces.
- ReviewsFindings move from individuals to conditions, because the people running reviews have different questions to ask.
- LeadershipLeaders respond to bad news with curiosity rather than blame, and people notice the difference.
Price
Priced at a day rate, agreed in writing.
After a scoping conversation we send a written proposal setting out the stages, outcomes, timescale and cost, so you have everything you need to take to your leadership team. The minimum engagement is three months.
Book a call
Start with a curious conversation.
Tell us what is happening in your organisation, what you have already tried, and what you would like to be different. We will be honest about whether we can help, and point you elsewhere if someone else would serve you better.
Prefer email? Write to [email protected] and we will reply within two working days.