Everything we do is in service of our purpose
Everyone deserves to be led well
Why work with us
About Us
Are we coaches, learning specialists, or OD consultants?
Actually, we're all of the above and a lot more besides.
We're driven by our purpose. So we work with organisations who want to lead well - their people, within their communities and at the leading edge of their industries.
Leading well in uncertain times isn't easy. We get that. We've done that. We're doing it!
We develop managers into coaching leaders, groups into teams and hierarchies into healthy human systems. We coach individuals, teams and organisations. We coach uncertainty. If you have uncertainty at individual, team or organisational level, then we can work with you to get the clarity, confidence or capability needed to make progress. Contrary to expectations, we don't provide the answers. We work with you to draw on your abundance, aspiration and identity. Who are you? What do you wish for? How are you using what you've got?
Coaching is the most effective way of developing leaders
Meet our qualified and accredited coaches
A coaching style of leadership brings out the best in people
See how we have developed coaching skills in leaders
Teams are the glue in organisations
Check out our new answers to age-old problems.
Everyone deserves to be led well
This means we have a clear eye on who is benefiting from our coaching of leaders, why we are coaching leaders, why coaching is such an important capability for leaders to develop.
We see leadership as a relationship between leader and follower – not a set of individual characteristics. This means leadership is best developed within context – working with the leader’s relationships. Followers are active enablers of leadership – if someone has no followers, they are not a leader! Leaders earn followers through building trust, safety, sense of purpose and joint capability. Managers are not necessarily leaders and leaders are not necessarily managers. People choose who they follow and they may not be line managers.
Teams are key enablers of the potential of people when they collaborate. Leadership occurs within teams, but is not restricted to one person. Leadership is not a role, although someone might have the role of leader. A whole team may be leading the organisation, yet organisational leadership does not have to be from the “top”. People can lead organisations from anywhere within it when they learn to make the difference that matters – to them and to the rest of the organisation.
How do we work to your unique requirements, yet follow a consistent process?
How we work - 4Cs process
Connect
Consider
Change
Close
First we establish a firm connection with our client – individual, team or organisation. A quality connection is maintained so that our work together is valuable.
Clients need to consider their purpose, values, challenges, doubts, strengths, stakeholders and organisational system. We start early with consideration and regularly return to deepen.
Our work is all about change, learning and transformation. We partner with our clients, raising awareness, strengthening capabilities and recognising progress. Change is where the real work is done and the value is realised.
We close with all our clients, generating enabling value that propels clients forward without depending on us – our work is done and we are proud of the part we played.
Platform
Hub Team
Founder
Dave
Capability Development Manager
Claire
Platform Architect
Ben
Realising the power of similiarity
Extra-Dependent Teams - The Book
David Kesby
If there is one problem with understanding, leading and developing teams, its that we believe all teams follow the same model – working together to achieve a common goal.
It’s because in organisations, it only relates to about half of teams.
If you only have a hammer, everything looks like a nail.
By having two ways of appreciating teams, it opens a whole new set of options, not just for working with Extra-Dependent Teams, but also in combining Inter-Dependent and Extra-Dependent Teams into collaborating organisational systems.
And it all starts with appreciating difference – and similarity.
