A different kind of programme
Bespoke, practical,
evidence-based
I've designed and delivered many leadership development programmes over the years — and I've learned that the most powerful learning happens not in the formal session, but in the peer coaching that follows it. Leaders practising on real challenges, with real support, at the point they actually need it.
Every programme I design is bespoke — built around your organisation's context, your leaders' starting points, and the outcomes that genuinely matter to you. I draw on 30 years of industry and consulting experience and an MSc in Occupational Psychology to ensure the approach is grounded in evidence, not just good intention.
"The best learning happens after the workshops — in peer leadership coaching groups, at the point it's needed, with real live challenges to practise on."
I've worked with organisations ranging from global banks and pharmaceutical companies to government teams and growing SMEs. The principles are consistent; the design is always specific.
What's involved
What a bespoke programme
can include
Diagnostic and needs analysis
We begin by understanding your leaders, your organisation, and the specific capabilities you want to build. This shapes everything that follows — including which frameworks, tools and approaches will actually land.
Modular workshop design
Structured learning modules covering the themes that matter — communication, listening, decision-making, conflict, change, influence, psychological safety. Designed for interaction and application, not passive instruction.
Peer coaching integration
Structured peer coaching groups that meet between modules — giving leaders the space to apply learning to real challenges with support from their cohort. This is where the deepest development often happens.
Psychometric tools and reflection
Used where they add genuine insight: MBTI, EQi, Saville Wave, Lumina Spark, Strengths Profile. Tools that build self-awareness and create a shared language for teams — not box-ticking exercises.
Individual 1:1 coaching
Programme participants often benefit from individual coaching sessions alongside the group work — creating a confidential space to apply learning to their specific situation, challenges, and goals.
Evaluation and embedding
Measuring impact matters. We build evaluation into the programme design, and we think carefully about how learning gets embedded — so it changes how people actually lead, not just what they say in a session.
How we design together
From conversation
to programme
Phase one
Discovery conversation
We start with a thorough brief — understanding your organisation's context, your leaders' current capability, and the outcomes you want the programme to achieve. This is a genuine two-way conversation, not a scoping template.
Phase two
Programme design
Based on the brief, I develop a tailored programme design — covering the structure, content, methods, tools and timeline. Where relevant, I involve your senior leadership team in reviewing and refining the design before we begin.
Phase three
Delivery
Programme delivery — workshops, peer coaching, individual sessions — designed to maintain energy and application throughout. I stay responsive to what's actually happening in the room, not just what's on the run sheet.
Phase four
Review and continuation
At the close of a programme, we review impact honestly and discuss what comes next. Often a programme creates appetite for continued work — either further cohorts, ongoing team coaching, or individual executive coaching for specific participants.
Is this right for you?
Programmes work best
when…
Leadership development programmes require genuine commitment from sponsors — time, budget, and visible support from senior leadership. When those conditions are in place, they can be transformative.
I've worked with cohorts ranging from emerging leaders to executive teams, across a wide range of sectors. Let's talk about whether a programme is the right intervention for what you're trying to achieve.
Start a conversationYou want to build leadership capability at scale
Developing a cohort of leaders together — building shared language, shared standards, and peer relationships that last beyond the programme.
You're professionalising leadership in a growing organisation
A start-up or scale-up that's outgrown informal ways of leading and needs to build structured leadership practice — without losing what makes it distinctive.
Your senior team wants to model better leadership
A programme for senior leaders that's as much about shifting culture as developing skills — using the cohort experience to model what good looks like.
Previous programmes haven't stuck
Generic content delivered to passive participants rarely changes behaviour. If you've tried that and want something that actually lands — let's talk about why, and what to do differently.
You're navigating significant organisational change
Transformation requires leaders to show up differently. A well-timed programme can build the specific capabilities that change demands — and give leaders a peer group to lean on through it.
On learning
"The best leadership development doesn't happen in workshops. It happens when leaders bring real challenges to a structured learning environment and practise on them together."
— Mignonette Smith-Moore
Common questions
What people often ask
Let's design something that actually makes a difference.
Tell me about your organisation and what you're hoping to achieve. We'll talk through whether a programme is the right approach.