Small cohorts. Real decisions. No motivational posters. We train senior leaders in Scotland and across the UK to lead through complexity, conflict and growth.
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Each format puts you in a room with peers who face similar stakes. We keep groups small so every participant gets direct coaching time.
Twelve sessions spread across three months, mixing half-day workshops with one-to-one coaching calls. You work on a live strategic challenge from your own organisation and present your approach to the cohort at the close. Most participants describe this as the programme that finally connected their instincts to a repeatable framework.
3 months, 12 sessionsA concentrated Friday-to-Sunday residential near Nether Upton Green. Two facilitators, eight participants, and structured simulations drawn from real boardroom crises. You will negotiate, delegate, fire, hire and restructure in compressed time. Dinner on Saturday doubles as a debrief.
3 days residentialSix fortnightly sessions built around your calendar. We start with a 360-degree feedback round involving your direct reports, then build a coaching agenda from the data. This is not therapy; it is skills practice with honest measurement.
12 weeks, 6 sessionsDesigned for leaders within two years of a board appointment. Covers governance fundamentals, stakeholder communication under pressure, and financial literacy for non-finance executives. We pair you with a sitting non-executive director as a mentor throughout.
6 months, hybrid formatBring your senior team (four to ten people) for a two-day facilitated session. We map decision-making patterns, surface unspoken friction, and leave you with a written operating agreement your team actually authored. Follow-up call at the six-week mark is included.
2 days on-site + follow-upOur method is borrowed from how surgeons and pilots train: deliberate practice, live feedback, graduated difficulty.
Before anything starts, we collect 360-degree feedback from your colleagues and run a structured self-assessment. The gap between how you see yourself and how others experience you is where the real work begins.
We pick two or three leadership behaviours to improve, not ten. Trying to fix everything at once fixes nothing. Common focus areas: difficult conversations, decision speed under ambiguity, and delegation without micro-management.
You rehearse in controlled scenarios drawn from real business situations. A facilitator pauses, rewinds and replays moments so you can try a different approach on the spot. This is uncomfortable by design.
Cohort members observe each other and give structured feedback using a shared rubric. Hearing "you lost the room at minute four" from a fellow CEO lands differently than hearing it from a consultant.
Every participant leaves with a written 90-day action plan tied to specific meetings, decisions and relationships in their own organisation. We check in at 30, 60 and 90 days to see what stuck.
"I came in thinking I needed to be more decisive. The programme showed me I was plenty decisive but terrible at bringing my team along with the decision. That distinction saved two senior hires from resigning."Operations director, fintech company, 2024 cohort
His team's voluntary turnover dropped from 22% to 9% within a year of completing the 90-day intensive. He attributes the shift to three specific communication habits he practised during the programme and embedded in his weekly rhythm afterward.
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144 Bogisich Park, Nether Upton Green, Scotland, JS95 6WN, United Kingdom