Most leadership teams cannot function as a team as the structures that they operate cannot support it. Our systemic approach to team development ensures that the team:

• Develops its collective entity, identity and interdependence
• Speaks and acts as a single entity, with one voice
• Develops its capacity for generative results in and beyond the team
• Effectively works through high-stakes, conflict, dysfunction and uncertainty
• Develops the collective presence of the team
• Scales their impact throughout the organisation

This is a demanding, challenging and deep journey that promises both development for the team and subsequent individual leadership development for its members. With coherent leadership teams that are able to sense and respond to demands both from within the organisation and from outside of the system, everyone involved feels the consequences and reaps the rewards.

Developing leadership capability in your organisation is complex, resource intensive and difficult to measure – but it does not have to be. Our systemic approach to leadership development is rigorous – involving more than just the leader – including the impact radius of the leader in the journey. Every journey includes a multi-part role system that ensures ROI, regular feedback and adjustment, peer support, application at work, coaching, and organisational alignment to ensure the journey continues its impact long after the program has ended.

With top of the range leadership assessments that have direct, data-driven correlations to business effectiveness and results, leaders receive specific feedback, at the right times to support their awareness, focused attention, learning and change journey. This work goes far beyond mere cognition as each leader is supported with whole-person developmental experiences ranging from deep inner work, to physical behaviours, somatic foundations, emotions and of course, cognitive material.

Scaling your business does not have to be painful or difficult. Our people centered and strategic approach develops your whole organisation to sustained profitability. In working with specialists, in Chartered accounting, business development, and organisational coaching – we partner with owners, boards and leadership teams to reveal the system to itself; find the areas that want to change; align towards a coherent strategy and implement the emerging future.

This is a rigorous, action driven and deeply developmental experience that often involves change throughout the organisation. In the process your leaders grow, your leadership teams develop coherence and the organisation aligns in ways that produce results.

Individual Coaching in organisations is aimed at any employee in search of a developmental, supportive and enabling personal journey. This program has delivered consistent results in various organisations since 2021. It is supported by a rigorous tripart relationship between the employee, the coach and the organisational sponsor – with a sophisticated tech enabled system that enables engagement, feedback and alignment.

Due to the design of this process, each employee that completes their journey reports multiple areas of growth that align with the ROI for the organisation and in addition, the process supports the sustained support between the sponsor and coachee for continued development and accountability after the journey. Each journey can be customised for your organisation to suit budget and developmental needs.

Leadership Feedback, Surveys & Assessments

We offer comprehensive leadership assessment tools tailored to your development needs. Our bespoke surveys and data-driven approaches include:

Leadership Circle Profile (LCP) 360: A multi-rater assessment gathering feedback from peers, direct reports, managers, and other stakeholders. LCP measures leadership competencies with proven correlations to business effectiveness and organizational results, providing actionable insights into your leadership impact. Pulse Surveys: Regular, targeted feedback from accountability partners on specific developmental areas identified in your LCP report, enabling you to track progress on your leadership growth journey. Behavioural Maps (bMaps): Assesses your leadership behavioural propensity across varying pressure situations, from low to high-stakes scenarios.

These tools combine to create a complete picture of your leadership effectiveness and guide meaningful development while also strengthening work related relationships and encouraging effective feedback mechanisms for enduring developmental enablement.

Leadership training alone doesn’t guarantee results. Leaders need structured developmental support to produce sustainable outcomes from their training investments. Germinate Collective Pods and Group Coaching journeys provide a comprehensive systemic add-on to your training initiatives, dramatically increasing learning retention, workplace application, developmental reach, and ROI.

Leaders feel supported and enabled through carefully designed journey roles, peer collaboration, application and feedback loops, group coaching sessions, and accountability structures. This integrated approach ensures leaders actually apply what they’ve learned, receive ongoing support as they implement new behaviours, and achieve measurable results. Transform training events into lasting leadership transformation and real business impact.

Developmental Pods: A group of peers, focused on application, designed accountability and collective learning with the support of feedback and casual coaching or facilitation.

Group Coaching: A group participating in collective coaching focused on a specific theme or topic, which increases awareness, insight, contextual application and problem solving through the structure of professional coaching.

Many employees and leaders join organisations carrying with them the patterns, beliefs, expectations and assumptions from the organisations they came from. It takes months to integrate into the organisation, develop a voice, build supportive relationships and become an effective contributor to the accountability structure of the organisation – let alone their ability to give and receive effective feedback.

This developmental journey supports new employees and leaders alike to explore these crucial collective practices that make them effective as employees:

• Being the voice of the system
• Creating Accountability
• Keeping others to account and difficult conversations
• Listening & Feedback

Systematically building on one another, this journey immediately starts with enabling them to have systemic impact and responsibly develop their voice in the organisation, while increasingly also developing the range of micro-skills on an individual basis to become effective enablers and collaborators.

This journey has been created, refined, deployed and improved in several organisations, over multiple cohorts, with astounding impact. Feedback about the course consistently includes an increase in confidence; the ability to work effectively with leaders and colleagues; the means to effectively intervene in ineffective meetings without creating offense or harming relationships; the respect and trust of their new work colleagues and the discovery of their own leadership brand.

Effective facilitation of sessions or meetings requires keen awareness of group process, the arc of collective dialogue and decision-making, and most importantly, the necessary degree of neutrality. High-stakes environments and complex group dynamics often make it difficult for leaders to navigate their roles while effectively facilitating the arc towards generative outcomes. This isn’t a failure of leadership or individual skill, but rather a natural need of any collective in dialogue to have professional facilitation support.

Facilitating small groups differs significantly from larger groups in process design, tool use, feedback mechanisms, transparency enablement, and the coherence of data that informs crucial decision-making moments. The types of decision-making needed, the degree of centralisation and decentralisation at key points in the flow, and the careful design of information and process before and after sessions are often overlooked or too resource-intensive for leaders to manage alongside existing responsibilities. Consequently, group process suffers.

Moreover, leaders sometimes cannot intervene in unproductive dynamics or defensive behaviours just as crucial breakthroughs emerge because they’re part of the system, unconsciously entangled in the dynamic exchange. As a result, meetings must be repeated; decisions made in previous sessions aren’t committed to in practice; or decisions require revisiting because the process didn’t allow everything necessary to surface.

Sound familiar? Partner with a professional facilitator to ensure your teams achieve their full collective impact.

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