Your leaders went on the program. What changed on Monday?

I've designed hundreds of leadership programs over twenty years. The ones that work have one thing in common: they're built around the people in the room and the business they're leading, and they're practical enough that people use what they learn the next week. If your leaders have been on programs before and you're still waiting to see the difference, that's usually where I'd start.

Who are these programs for?

Most of the programs I design are for organisations that want to grow a group of leaders at once. That might be a new layer of people leaders, an emerging leaders group, a senior team that wants to lift together, or a whole leadership population working through a big change.

They suit HR and people leaders who are tired of programs that look good on paper and fade by the next quarter, and executives who want to see the learning in how decisions get made and how people get led.

What does a program look like?

Every one is designed around your leaders, so no two look the same. A few recent shapes:

• An eight-month program across leading self, leading others and leading the business, run in small learning pods with short videos and worksheets between sessions.
• An executive team program built on one-to-one interviews and direct-report surveys.
• Team alignment days built into an organisation's own emerging leaders program.
• Mentoring and graduate programs, with guides for mentors and mentees.

I also run sessions inside leadership conferences and events, from a leadership team of six to a packed conference room. Everyone leaves with something written down that they've committed to.

How do you design it?

It starts with listening. Before I write anything, I want to understand what's going on in your business, who the leaders are, what they're already good at, and what you want to be different in twelve months. Where it helps, I talk to the leaders themselves and the people they lead.

Then I design the program in small, practical pieces. Short sessions, real conversations about what's happening at work, and something to try between sessions. I'd rather your leaders do one thing differently on Monday than sit through a full day of theory and change nothing.

Finally, we build in the bits that make it stick: check-ins, small groups that keep each other honest, and a clear way for managers to see and support the change.

What sits underneath every program?

My Leadership Framework. Three pillars, Clarity, Consistency and Connection, with three parts each. Clarity is who you are as a leader and what you stand for. Consistency is the routines and habits that hold when the pressure's on. Connection is how you bring people with you and build a team that works as one.

It gives everyone in the program a shared language, and it gives you a way to see who's building which parts. Most leaders have built three or four of the nine. You can read more in what the Leadership Framework is.

Most programs also include Everything DiSC, so leaders understand their own style and how it lands on the people around them. That's often the moment people stop taking each other's style personally.

What's it like working with me?

I'm practical, I bring a lot of energy into a room, and I keep it real. I'll tell you if I think something in the brief won't land, and I'll suggest what will. When things change partway through, and they often do, I'm quick to respond and adjust so you don't lose the momentum you've built.

And I care about the outcome more than the agenda. The compliment I hope for at the end of a program is "I feel clearer".

Leading without a company budget behind you?

Not every leader has an organisation paying for their development, and plenty of great leaders invest in themselves. For them, I founded Leaders Impact. The Leadership Impact Accelerator runs live in a small group of eight, or self-paced, alongside the tools I use with senior leaders. The best place to start is the free leadership tools.

Want a program built for your leaders?

Tell me who your leaders are and what you'd love to see change, and I'll come back with how I'd approach it. If a full program is more than you need right now, a team alignment day or team coaching might be a better first step.

If this sounds like your organisation, send me a message.