Build capability your leaders can use at work.

Your strategy needs leaders who can make decisions, set clear expectations and support their teams. We connect learning to the responsibilities and situations your leaders face.

Discuss our learning priorities

Annabelle Bishop discussing documents with a colleague

Start with what is affecting the work.

Before adding another leadership program, be clear about what leaders need to do differently. The useful starting point may be a decision, a conversation or a process that needs more consistent application.

What we can build together

Practical support.
Clear priorities.

Define what needs to change

Connect the learning to the organisation’s priorities and the work leaders are responsible for. Agree the capability that matters.

Build practical learning

Use relevant workplace situations, discussion and practice. Make space for the decisions and questions leaders bring.

Help leaders apply it

Connect the learning with tools, expectations and actions that fit existing work. Agree what leaders will try and what support they need.

Review the application

Agree how the organisation will assess progress. Use what is happening at work to inform the next development priorities.

See the workSee the Wild Canary culture workshop

How the engagement works

Know what happens next.

We agree the topic, audience and delivery approach around the work and available capacity. Learning may support a wider leadership capability project or a defined development need.

Working with your team

Clear roles from the start.

Your organisation identifies the intended changes, the leaders taking part and the opportunities to apply learning. Leaders need time, support and clear expectations beyond the session.

Meet Annabelle and Adam

Before we begin

A few useful answers.

Can you adapt the learning to our organisation?

Yes. The work starts with your priorities, the audience and the situations they need to handle. We agree the examples, delivery and supporting resources in the scope.

How do you assess whether it is useful?

We agree the intended change and a way to review it. That could include how leaders apply a process or hold a conversation, with the evidence and review responsibility agreed upfront.

Is this the same as a capability framework?

They are connected but different. A framework describes the capability required. Learning helps leaders develop and apply it. We can discuss either need or how they fit together.

Let’s work through your priority.

Bring the challenge, the brief or the part that needs more thought. We’ll discuss where support would be useful.