How the work can sit inside your programme.

Ways to work

These can stand alone or be combined, depending on what the programme and its leaders need.

• Group session Half or full day, delivered inside an existing programme or as a standalone intervention.
  
  At the opening of a programme, it gives the cohort a shared language for the moments ahead. At the close, it addresses what does not transfer back into the role.
• Individual sessions Offered after the group session to participants who recognise a live pattern in themselves.
  
  One leader, one real moment, one hour. Participation is opt-in, so the people who come are ready to look closely at what is happening.
• Ongoing advisory For a small number of leaders where the organisation is carrying real cost.
  
  Held over several months, around the moments as they happen, so the work moves with the role rather than sitting outside it.

Where it fits

The work can sit at the opening, midpoint or close of a leadership programme.

The right position depends on what the programme already does, what the cohort is being asked to carry, and where learning is failing to transfer into the role.

We start with the pressure, not the format.

What we agree before delivery

• Programme context The role transition, organisational pressure or recurring moments the commissioner is seeing in the cohort.
• Participant access Who attends, what can be worked with in the room, and how any individual sessions will be offered afterwards.
• Evidence A light-touch way of capturing what participants recognise, what they apply afterwards and what the programme begins to see.

What comes back to the organisation

Personal material from individual sessions remains confidential.

Where useful, I can return anonymised themes: the patterns participants recognised, where pressure is affecting access to judgement, and what the wider programme may need to hold.

The purpose is not to create a heavy evaluation process. It is to make the effect of the work visible.