Context
A B-Corp hospitality business with strong values and a clear sense of purpose. What they needed was leaders who could actually live those values in the real moments that shape culture every day. The brief: build leadership capability, embed their Better Together value, and lift engagement across communication, candour, and management capability.
Approach
A four-month values-led leadership program for 30+ leaders. We kicked off with a half-day session that brought everyone together, building cross-functional relationships and generating real energy from the start. Execs were in the room too, openly sharing where they were getting stuck. That vulnerability set the tone for everything that followed. Small-group learning labs gave leaders space to work through real challenges. A weekly private podcast and learning challenges kept the momentum alive between sessions. And throughout, the organisation's values were the organising framework for every skill we taught.
Impact
Leaders report feeling more confident navigating tough conversations, aligning their teams, and modelling the behaviours that strengthen culture. The P&C Team have noticed a significant decline in performance management issues. Most importantly, 30+ leaders are now speaking a common language, rooted in their values and built for growth.
Context
Fast growth from a small team to 25 people had created real cultural friction. Silos, communication breakdowns, low engagement, and costly staff turnover. Leadership knew they needed more than a quick fix. They wanted to build a performance culture with leaders who could actually get the best out of their people.
Approach
We started by diagnosing what was really going on, leader conversations and a company-wide survey to get under the surface. From there, a clear roadmap and a Leadership Playbook program focused on the core values of Performance: coaching, goal-setting, feedback, and communication. We supported leaders to embed a regular performance rhythm anchored around 1-on-1s and a quarterly goal-setting practice, to make sure the learning transferred to action.
Impact
Engagement jumped from 45% to 66% in two months. Commitment to stay rose from 40% to 69%. Leaders grew noticeably more confident and effective. And the business started to build a stronger EVP in a niche market.
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