How the process usually looks
Who typically initiates the work
We are often invited in by senior leaders, leadership teams, or HR functions when there is a need to slow things down, regain clarity, or address challenges that are difficult to resolve through existing structures.
Our work is confidential and grounded in trust, creating a safe space for honest reflection and dialogue.
1. Initial conversations and understanding the context
We begin with digital meetings or in-person conversations, depending on where you are based. This phase focuses on understanding the situation, clarifying the context, and gathering relevant information.
Between these initial conversations and any on-site work, we may also carry out observation, allowing us to become deeply familiar with how leadership, collaboration, and decision-making function in practice, not just how they are described.
2. In-person work and focused interventions
This is typically followed by in-person work with leaders and leadership teams. Depending on the situation, this may include facilitated conversations, workshops, or 1:1 leadership support.
Alongside this work, we introduce concrete themes and reflection topics that leaders and teams can continue working with between sessions. These topics are designed to be integrated directly into everyday leadership practice, in meetings, decision-making, and collaboration.
We don’t offer standardised programmes or quick fixes. The form and content of the work are shaped by the realities leaders are actually facing.
3. Ongoing follow-up and support
Most follow-up takes place digitally, providing continuity and space for reflection over time. When needed, we also return for in-person work.
This process usually continues with follow-ups every 1–3 months, depending on the situation and level of support required. The pace of the work is adapted to organisational capacity, supporting leadership without adding unnecessary burden.
The aim is not short-term intervention, but learning and development that carries on between our meetings and strengthens leadership practice over time. Sustainable change takes time, and so does building strong organisations.
This is an example of how the work often unfolds. Each process is tailored to the specific context, needs, and realities of the organisation.
Why our approach is different
Most leadership consulting focuses on structures, strategies, or motivation.
Our work is rooted in pedagogy, the science and practice of how people actually learn, change behaviour, and work together over time.
All three founders hold master’s degrees in leadership. We understand how adults respond to authority, pressure, uncertainty, and change, because we have spent our careers inside complex organisations where people matter.
