Leadership Development Workshops
For leaders at every stage of their career arc — from rising talent to senior executives.
Strong leadership isn't a fixed destination. It's something leaders keep developing throughout their careers — and the moments of greatest growth are often the moments of greatest pressure. A new level of responsibility. A culture that needs shifting. A conversation that keeps getting avoided.
These workshops create the space for that development to happen — practically, honestly, and grounded in real organisational experience rather than theory. Each session is half a day, designed to fit around the demands of a working week rather than compete with them, and tailored to the specific context and culture of your organisation.
For organisations looking to invest more deeply in their women leaders, our Women in Leadership programmes offer a sustained alternative — combining facilitated workshops, 1:1 coaching, and peer learning over six months.
Empowering Others Authentically Let go to lead.
The shift from doing to enabling is one of the hardest transitions a leader makes. It requires trusting others to deliver, releasing control without abdicating responsibility, and finding a way to empower your team that is true to who you are rather than a management technique you're performing.
This workshop explores what genuine empowerment looks like in practice — how to build real autonomy and accountability in your team, how to delegate in a way that develops rather than just offloads, and how to hold the tension between giving people space and maintaining standards.
Participants leave with a clearer understanding of their own empowerment style, practical frameworks for delegation and accountability, and commitments to specific changes in how they lead.
Half or full day - suitable for mid-level and senior leaders. Particularly valuable for leaders who are newly responsible for a larger team, or whose instinct under pressure is still to step in and do it themselves.
Fuel your thinking
Start here:Multipliers: How the Best Leaders Make Everyone Smarter by Liz Wiseman — research-based exploration of why some leaders amplify the intelligence of those around them while others inadvertently diminish it.
Go deeper:Drive: The Surprising Truth About What Motivates Us by Daniel Pink — draws on decades of behavioural science to argue that autonomy, mastery, and purpose are more powerful motivators than reward and control.
Watch:The Puzzle of Motivation — Daniel Pink, TED 2009. One of the most-watched TED talks on leadership and motivation — distils the Drive research into 18 compelling minutes.
Leading Courageous Conversations The conversation you've been avoiding.
The conversations that matter most are often the ones leaders avoid longest. The underperformance nobody has named. The dynamic that is obvious to everyone but unaddressed. The decision that needs to be made but keeps being deferred.
This workshop strengthens the ability to have those conversations — with direct reports, with peers, with senior stakeholders — with confidence, clarity, and the kind of courage that builds relationships rather than damaging them. It goes beyond frameworks to address the emotional and psychological reasons why leaders avoid difficult conversations, and what it actually takes to change that pattern.
Participants practise the skills in the room so they leave ready to act, not just aware that they should.
Half or full day — suitable for mid-level and senior leaders. Most valuable when there's a specific conversation already being avoided, since participants leave with a concrete plan for it rather than a general framework.
Fuel your thinking
Start here:Dare to Lead: Brave Work, Tough Conversations, Whole Hearts by Brené Brown — the result of a seven-year study on courage and leadership, making the research case for why brave conversations distinguish great leaders.
Go deeper:Difficult Conversations: How to Discuss What Matters Most by Douglas Stone & Sheila Heen — developed from the Harvard Negotiation Project, the most rigorous academic treatment of why difficult conversations go wrong and how to redesign them.
Listen:Dare to Lead Podcast — Brené Brown's podcast covering courageous leadership, difficult conversations, and vulnerability in organisations with researchers and senior executives.
Resilience for Senior Leaders Leading at the top.
The pressures of senior leadership are specific — and most generic resilience content doesn't address them. The weight of responsibility for others. The isolation of the top. The difficulty of switching off when the stakes are high and the decisions are yours.
This workshop is designed specifically for senior leaders navigating those pressures. It goes beyond the surface-level advice that fills most wellbeing programmes to address the real challenges of sustaining performance, energy, and perspective at the top — without burning out or losing sight of why the work matters.
Participants leave with practical frameworks for energy management, a clearer understanding of their own resilience patterns, and specific strategies for leading sustainably over the long term.
Half or full day — suitable for senior leaders and leadership teams. Particularly valuable during sustained high-pressure periods, or for leaders who recognise the early signs of burnout in themselves but haven't yet addressed them.
Fuel your thinking
Start here:The Power of Full Engagement: Managing Energy, Not Time by Jim Loehr & Tony Schwartz — reframes resilience as energy management rather than endurance. Particularly relevant for senior leaders who can no longer rely on willpower alone to sustain performance.
Go deeper:Resilience Is About How You Recharge, Not How You Endure — Shawn Achor & Michelle Gielan, Harvard Business Review, 2016. Challenges the dominant narrative that resilience is about pushing through, arguing that recovery is the real skill.
Watch:The Happy Secret to Better Work — Shawn Achor, TED 2011. Counterintuitive and evidence-based research on the relationship between positivity, performance, and sustained leadership effectiveness.
Building Leadership Confidence Show up.
Confidence is not a fixed trait — it's a practice. And for many talented leaders, the gap between their capability and their confidence is quietly limiting what they achieve, how they show up in rooms that matter, and whether they put themselves forward for the opportunities they deserve.
This workshop identifies the specific confidence patterns that hold leaders back — imposter syndrome, perfectionism, fear of visibility, over-preparation as avoidance — and builds practical strategies for leading with authenticity and presence rather than performing a version of confidence that doesn't feel like them.
Participants leave with a clearer picture of their own confidence landscape, practical tools for managing the moments that trigger self-doubt, and a more grounded sense of their own leadership identity.
Half or full day — suitable for emerging and rising leaders. Particularly valuable ahead of a promotion, a higher-stakes role, or any moment where visibility and self-doubt are likely to collide.
Fuel your thinking
Start here:The Secret Thoughts of Successful Women by Valerie Young — the most thorough and research-grounded treatment of imposter syndrome available, written specifically for women in professional contexts.
Go deeper:Presence: Bringing Your Boldest Self to Your Biggest Challenges by Amy Cuddy — Harvard social psychologist Amy Cuddy's research on how our relationship with our own mind and body shapes the confidence we bring to high-stakes situations.
Watch:Listening to Shame — Brené Brown, TED 2012. Explores how shame undermines confidence and what it takes to build genuine self-belief rather than performed confidence.
Strategic connections Navigating Your Network.
For many leaders, networking feels inauthentic — transactional, uncomfortable, and at odds with how they like to operate. But the research is clear: the quality of your relationships is one of the strongest predictors of career progression and leadership effectiveness.
This workshop reframes what networking actually means — and gives leaders a practical approach to building and leveraging the strategic relationships that accelerate careers, with intention and without feeling like you're playing a game that doesn't suit you. It addresses the specific barriers that hold many leaders back from building strong networks, and offers a more authentic model for relationship-building that works for people who aren't natural networkers.
Half or full day — suitable for emerging and rising leaders. Particularly valuable for leaders who know networking matters but have been avoiding it because it has never felt authentic to how they work
Fuel your thinking
Start here:Act Like a Leader, Think Like a Leader by Herminia Ibarra — challenges the idea that we must first know who we are before changing how we act. Ibarra's research shows that action comes first and identity follows, which reframes how we think about building new relationships.
Go deeper:A Lack of Sponsorship is Keeping Women from Advancing — Herminia Ibarra, Nancy Carter & Christine Silva, Harvard Business Review, 2019. Original research on the difference between mentoring and sponsorship, and why the latter matters far more for career advancement.
Watch:How to Find the Work You Love — Scott Dinsmore, TED 2012. A compelling reframe of networking as finding your people rather than collecting contacts.
Lead without the title Influence Without Authority.
In complex organisations, the ability to influence outcomes without formal authority is not a nice-to-have — it's essential. Whether you're leading cross-functional projects, managing senior stakeholders, or trying to drive change without positional power, influence is the skill that makes everything else possible.
This workshop builds the practical skills to lead with impact, create momentum, and bring people with you — even when you don't hold the formal authority. It addresses the specific dynamics of influencing upwards, sideways, and across organisational boundaries, and gives participants a framework they can apply immediately to the real situations they're navigating.
Half or full day — suitable for emerging and rising leaders. Particularly valuable for leaders managing cross-functional projects, senior stakeholders, or change initiatives without direct authority over the people involved.
Fuel your thinking
Start here:Influence Without Authority by Allan R. Cohen & David L. Bradford — the classic text, now in its third edition. Introduces the Exchange Model of influence and practical frameworks for getting things done across organisational boundaries.
Go deeper:Exerting Influence Without Authority —Harvard Business Review, 2013. A practical guide to building credibility, coalition, and momentum as a leader without positional authority.
Watch:How Great Leaders Inspire Action — Simon Sinek, TED 2009. A masterclass in how influence works when you lead with purpose rather than position.
Understanding Your Leadership Style (Everything DiSC®) How you lead. How that
Leadership style is not just about personality — it is about the cumulative effect of how you show up on the people around you. How you give feedback, how you handle conflict, how much autonomy you extend or close down without meaning to. Most leaders have a reasonably good sense of how they intend to lead. Fewer have an accurate picture of how they are actually experienced.
This workshop uses Everything DiSC® to close that gap. Participants explore their leadership style in depth — its natural strengths, the blind spots that tend to accompany it, and the specific adaptations most likely to increase their effectiveness with different people and in different situations. Every participant completes the DiSC Work of Leaders assessment before the session and leaves with a personalised profile and a specific development focus to carry beyond the day. This is not a session about becoming someone you are not. It is about understanding your impact clearly enough to lead with more deliberate intention.
Full day — suitable for leaders at all levels, from managers stepping into leadership for the first time through to senior leaders wanting a more grounded understanding of their impact. Pre-work: Everything DiSC® Work of Leaders assessment
Fuel your thinking
Start here: Robert Goffee & Gareth Jones, "Why Should Anyone Be Led by You?"Harvard Business Review, September 2000. Still one of the most honest and useful questions in leadership development.
Go deeper: Tasha Eurich, Insight: The Power of Self-Awareness in a Self-Deluded World(Pan Macmillan, 2017). Rigorous and practically surprising on the gap between how we see ourselves and how others see us.
Watch: Tasha Eurich, "Increase Your Self-Awareness with One Simple Fix"TED, 2017.
Leading Through Change Hold the ground. Bring the team with you.
Most leaders underestimate how differently people experience change — and overestimate how well they are communicating through it. The result is teams that lose trust not because the change is bad, but because the leadership of it has been unclear, inconsistent, or too focused on the logic of the decision and not enough on the human experience of it. People do not resist change. They resist loss. And they need a leader who understands the difference.
This workshop draws on Prosci change management methodology and Kate's two decades of leading through organisational change to give leaders a practical, grounded framework for navigating their teams with credibility and care intact — even when the full picture is not yet available. Participants build a working approach for a real change they are currently navigating and leave with tools they can use before the week is out.
Half or full day — suitable for leaders and senior managers navigating organisational change of any kind. Particularly valuable when delivered at the point of change rather than retrospectively.
Fuel your thinking
Start here: William Bridges, Managing Transitions: Making the Most of Change(Da Capo Press, 3rd edition 2009). The essential distinction between change and transition — and why it matters for how you lead. Further resources at wmbridges.com
Go deeper: Prosci ADKAR change management model at prosci.com
Read: McKinsey & Company, "The People Side of Change
Delegation That Actually Works Let go. Without losing the plot.
Most leaders know they should delegate more. Most also have a story about the last time they did and it went badly — the work came back wrong, took longer than doing it themselves, or required so much oversight it wasn't really delegation at all. Poor delegation is rarely a trust problem. It is a clarity problem: the outcomes were not specific enough, decision-making authority was not defined, and the follow-up conversations that could have course-corrected along the way never happened.
This workshop gives leaders a practical framework for delegating well — in a way that builds the capability of their people, maintains the standards they care about, and actually frees them up to work at the level their role requires. Participants identify the work they are currently holding that belongs in someone else's hands, and leave with a specific plan for handing it over properly.
Half day — suitable for leaders and managers at all levels. Particularly valuable for new leaders who have recently moved from doing to leading, and for senior leaders who have outgrown their existing delegation habits.
Fuel your thinking
Start here: Liz Wiseman, Multipliers: How the Best Leaders Make Everyone Smarter(Harper Business, revised edition 2017). Delegation as a leadership philosophy, not just a time management tactic.
Go deeper: Michael Watkins, The First 90 Days(Harvard Business Review Press, updated edition 2013). Clear-eyed on how leaders in transition handle — and mishandle — letting go.
Read: Harvard Business Review, "Why Aren't You Delegating?"Amy Gallo, July 2012.
Purpose-Led Leadership What do you actually stand for?
Leaders who know what they stand for lead differently. They make clearer decisions — not because the decisions are easier, but because the framework for making them is clear. They hold steady under pressure because they know what they are protecting. And the people around them know what to expect, which is in itself a form of trust. Purpose-led leadership is not about a personal manifesto or a LinkedIn headline. It is about having enough clarity about your values and your strengths that you lead with genuine intention rather than just responding to whatever lands on your desk.
This workshop creates the space and structure for leaders to do that work. It is reflective and practical in equal measure — participants explore their values, examine where their leadership is most and least aligned with what they stand for, and leave with a specific purpose statement and concrete intentions for how to bring it to bear in the situations and relationships where it matters most.
Full day — suitable for senior leaders and experienced managers. In-person strongly recommended. Particularly valuable during leadership transitions, periods of significant challenge, and for leaders questioning whether they are leading in a way they can sustain.
Fuel your thinking
Start here: Influence Without Authority by Allan R. Cohen & David L. Bradford — the classic text, now in its third edition. Introduces the Exchange Model of influence and practical frameworks for getting things done across organisational boundaries.
Go deeper: Exerting Influence Without Authority —Harvard Business Review, 2013. A practical guide to building credibility, coalition, and momentum as a leader without positional authority.
Watch: How Great Leaders Inspire Action — Simon Sinek, TED 2009. A masterclass in how influence works when you lead with purpose rather than position.
Leading Global and Cross-Cultural Teams Lead across distance and difference.
Leading a team that spans countries, cultures, and time zones is a genuinely different challenge to leading a co-located team — and one that most development programmes treat as an afterthought. The real complexity is both structural and human: how do you build shared identity and cohesion when people rarely share a time zone, let alone an office? How do you navigate genuine differences in how cultures approach hierarchy, directness, and decision-making — without flattening those differences into stereotypes or ignoring them entirely?
This workshop addresses both. Grounded in real experience of leading and working within global teams, it gives leaders a practical and nuanced approach to the specific challenges of leading across distance and difference — moving well beyond the surface-level cultural awareness that dominates most training in this space. Participants work on the specific tensions in their own global team and leave with context-specific approaches rather than generic frameworks.
Full day — suitable for leaders and senior managers with responsibility for teams across multiple countries or regions. Particularly valuable for UK-based leaders taking on international responsibility for the first time, and for leadership teams navigating cross-border mergers or expansions.
Fuel your thinking
Start here: Erin Meyer, The Culture Map: Decoding How People Think, Lead and Get Things Done Across Cultures (PublicAffairs, 2014). The most practically useful book on cross-cultural leadership. Further resources at erinmeyer.com
Go deeper: Tsedal Neeley, The Language of Global Success(Princeton University Press, 2017). A rigorous, real-world account of how language and communication shape global team dynamics.
Watch: Erin Meyer, "How Cultural Differences Affect Business" Big Think, 2013.
Not sure where to start?
How to choose the right workshop.
If you're not sure which workshop is right for your leaders, here are a few starting points:
If your leaders are struggling to let go and develop their teams, Empowering Others Authentically and Delegation That Actually Works address two sides of the same challenge — start with whichever feels most urgent.
If there are conversations that aren't happening but should be, Leading Courageous Conversations is the most direct intervention.
If your senior leaders are showing signs of fatigue, burnout, or diminishing energy, Resilience for Senior Leaders addresses the specific pressures they face.
If confidence or visibility is holding talented people back, Building Leadership Confidence creates the space to address that directly.
If your leaders want to build more strategic relationships, Strategic Connections gives them a practical and authentic approach.
If your leaders need to drive outcomes without formal authority, Lead Without the Title is the most immediately applicable workshop.
If you want to understand how your leaders lead — and how that's landing on the people around them — Understanding Your Leadership Style is the place to start. It underpins almost everything else.
If your organisation is going through significant change, Leading Through Change gives leaders the frameworks and the honesty to navigate their teams through it.
If your leaders are ready for a more reflective conversation about what they stand for and how they want to lead, Purpose-Led Leadership creates that space.
If you have leaders with responsibility across geographies or cultures, Leading Global and Cross-Cultural Teams addresses challenges that generic leadership development doesn't reach.
And if you're not sure — that's what the ignition conversation is for. Tell us what's happening with your leaders and we'll help you work out where to start.
These workshops work powerfully as standalone sessions and can also be sequenced into a sustained leadership development programme. Many organisations combine two or three modules delivered over several months, with peer reflection and accountability built in between sessions.
If you're looking for a more sustained investment in your women leaders specifically, our Women in Leadership programmes offer exactly that — a six-month journey combining workshops, 1:1 coaching, and peer learning.
Ready to bring a leadership workshop to your organisation?
Every workshop starts with a brief conversation to understand your leaders, your context, and what you want to be different. That conversation is free, takes thirty minutes, and means that what we design is right for your people rather than just right in general.
“Kate’s expertise in facilitating an engaging agenda, guiding discussions - and keeping them on track - fostered collaboration amongst a diverse group of senior leaders. The experience was exceptional.”
