Most leadership courses hand you frameworks and send you home. We work differently. Our programmes pair diagnostic assessment with live peer cohorts so you practise new behaviours before you return to your boardroom.
Reserve your diagnostic sessionWe run a four-phase cycle. Each phase builds on the last, and nothing is optional: skipping a phase means the next one loses its value.
Before any group work begins, each participant completes a structured self-assessment and a 360-degree feedback round with their direct reports, peers and board sponsors. We use a proprietary scoring model that isolates five leadership behaviours rather than personality traits. This takes about three weeks, and our coaching team reviews every data set personally. No algorithm decides your development priorities.
Groups of six to eight leaders meet for two residential days in Scotland. The sessions are case-based: each participant brings a real strategic decision they face. The group pressure-tests reasoning, identifies blind spots and rehearses difficult conversations. We record short segments with the participant's consent so they can review their own body language and word choice afterwards.
For eight weeks after the intensive, every participant runs a behaviour experiment inside their own organisation. They pick one leadership habit to change and track it daily using a simple log. A coach checks in every fortnight via a 30-minute video call. The goal is not perfection; it is consistent, small adjustment.
We repeat the 360-degree feedback round. Participants see exactly what shifted and where they stalled. A final half-day session with the cohort reviews lessons and sets a 12-month personal development contract. Sponsoring organisations receive an anonymised cohort report showing aggregate progress.
We do not publish individual testimonials because our participants prefer confidentiality. Instead, here are anonymised outcome snapshots from the last four intakes.
A mid-sized asset management firm enrolled its entire C-suite minus the CEO. The diagnostic revealed a pattern: every member defaulted to consensus-seeking, which slowed decisions by weeks. After the intensive, the team adopted a "disagree and commit" protocol.
Clinical directors from four NHS trusts joined an open cohort. Their shared challenge was managing upward: influencing non-clinical board members. During the application phase, five of the eight secured budget approvals they had previously failed to win.
Engineering VPs at a SaaS company struggled with delegation. The diagnostic showed that all six routinely re-did work their reports submitted. The behaviour experiment focused on a "24-hour rule": no edits to a direct report's deliverable for a full day.
Partners at a law firm wanted to improve how they gave feedback to associates. The intensive included recorded role-plays. Watching themselves on video was, by their own account, the single most uncomfortable and useful exercise they had done in their careers.
Join leaders from different sectors. Cross-industry peer challenge is the main advantage here. Groups are capped at eight. The fee covers diagnostics, the two-day residential, coaching calls and the follow-up 360.
Designed for an intact leadership team within one organisation. We tailor the diagnostic to your strategic priorities and run the intensive at your premises or at our Scotland venue. Minimum four participants.
For a CEO or board chair who needs confidential, individual work. Twelve sessions of 90 minutes each, plus the full diagnostic cycle. This format suits leaders who cannot share certain challenges in a group setting.
An MBA module teaches theory across a broad curriculum. Our programme does one thing: it diagnoses your specific leadership behaviours and changes them through practice. There are no exams, no case studies about companies you have never worked in, and no grades. You work on your own real decisions with people who hold similar levels of responsibility.
C-suite, managing directors, divisional heads, senior partners. If you manage other managers and report to a board or ownership group, the programme fits. We occasionally accept high-potential directors being groomed for a C-level role, provided their sponsor confirms the context.
Open cohorts meet at our venue near Little Stark in Scotland. The setting is deliberately quiet: no conference-hotel distractions. In-house programmes can run at your offices or at our venue, depending on what works better for your team.
Yes. We provide a detailed scope document and invoice that most finance teams accept under professional development or executive coaching line items. If your organisation requires a procurement process, we are happy to complete supplier questionnaires.
They can defer to the next cohort within 12 months at no extra charge. We do not offer refunds after the diagnostic phase has started because the assessment work is already complete. Deferrals are straightforward and we handle the admin.
The first step is a 45-minute call where we learn about your leadership context and decide together whether the programme is a fit. No fee, no obligation.
53 Turcotte Fold, Little Stark, Scotland, MG6 2RB, United Kingdom