Pulsecheck.
Problem:
During periods of change, leaders often assume their culture will remain stable and supportive. In reality, change alters behaviours faster than leadership realises, creating cultural drift that quietly undermines engagement, productivity, and decision-making at exactly the moment clarity is most needed.
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Fix:
The Pulsecheck surfaces high-quality cultural signals by speaking directly with a cross-section of employees and exploring real, lived, and current experiences. This qualitative approach reveals emerging patterns, tensions, and contradictions, that surveys miss, giving leaders insight they can trust and act on immediately.
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Outcomes:
Within 10 days, leadership gains a clear view of which values are still lived, which have faded, and which new cultural signals are emerging. This clarity highlights strengths to protect, issues to address, and removes guesswork from decisions about change, growth, and how the organisation leads.
Playbook.
Problem:
Founders and business owners often believe their hiring process is fair, structured, and data-led. In reality, decisions are driven by inconsistent signals, subjective judgement, and unexamined bias. Because the consequences only surface months later in the form of an underperforming employee, the current hiring system is rarely questioned until the poor hire becomes costly to exit.
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Fix:
The HIRE Playbook establishes shared decision logic for hiring. It defines what good looks like, aligns interviewers on credible signals, and anchors human judgement to evidence and data, rather than instinct. This creates consistency and fairness without impacting candidate experience, interviewer intuition, or engaging conversation from interviews.
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Outcomes:
Leaders gain confidence in hiring decisions because interviewers are aligned, signals and data are comparable, and decisions are explainable. Final hiring choices stop relying on luck or chemistry, cognitive load reduces for senior leaders, and hiring becomes a repeatable capability rather than a recurring risk.
AI Training & Workshop Facilitation
Problem:
Leaders often mistake interest and experimentation with AI for organisational readiness. In reality, fragmented use and uneven capability create anxiety, low adoption, and unclear outcomes, leaving leadership exposed and unsure how to guide AI use with confidence or credibility.
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Fix:
This training uses facilitated, human-centred workshops to build shared understanding, psychological safety, and practical confidence. By grounding AI in employees’ real work and lived experience, it turns scattered curiosity into intentional, trustworthy behaviour leaders can support and scale.
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Outcomes:
After the training session, teams share a common language around AI, demonstrate greater confidence in foundational usage, and make clearer decisions about where AI helps and where it does not. Leaders regain control of the narrative, reduce fear and resistance, and establish a credible baseline for future AI adoption.