Your people know what to say.The conversation still isn’t working.
I work with sales teams and leadership teams on what actually decides the outcome: what’s happening between the people in the room.
Customer-facing teams
For sales and commercial teams, and the leaders who run them.
- They know the product cold and still aren’t winning the conversation
- The customer gets the data before anyone has asked them a question
- The last sales training was gone in six weeks
Built on one idea: nobody hears your content until they feel connected to you. Connection before content.
Then a five-step loop for every interaction. Intention: what each side needs from this. Connection: earn the right to be heard. Discover: learn the person and what they actually need. Direct: steer where it needs to go. Reflect: look back, then go again.
How it runs. It opens with a workshop, moves into coaching for the leaders so they can model it, then training for the wider team. It runs over months, because a habit takes longer than a conference.
Heart of Leadership
For leadership teams.
- Strong operators, promoted into leading people, struggling with the people part
- A leadership team that’s capable on paper and stuck in practice
- Coaching that felt good and changed nothing you could point to
One-to-one and group coaching on how leaders show up under pressure, with their people and with each other. Not leadership theory. Four things, worked in their real situations: self, people, purpose and path.
How it runs. Twelve weeks. One-to-one coaching twice a month, group sessions, and direct access in between. Every leader is assessed before and after.
The engagement ended at the budget ceiling.The requests didn’t.
A global pharmaceutical company brought me in to redesign a week-long national sales meeting. Over the next two years that became coaching for 14 sales leaders, training for the full 180-person sales force, and the same work across the medical division.
Two years on, the language is still in their meetings and nobody is enforcing it. Physicians noticed the change without being asked. L&D, HR and other therapy areas asked to bring the work in.
Leadership teams. One organisation has put four of its leadership teams through Heart of Leadership. Three others have brought it in for theirs.
Why it sticks. Most training starts with what people should do differently. This starts a step earlier: why the current behaviour makes sense to them. Until you know the job a behaviour is doing, new habits don’t stick.
Ask, and I’ll put you in touch.
Every engagement is assessed before and after, and the results belong to the client. Which is why you won’t find them here.
Client work stays private. It’s a big part of why the organisations I work with trust me with it. Where people who’ve been through the work are happy to talk, I’ll connect you.
Engagements are scoped to the team and the problem. You get a straight number after the first conversation.
Thirtyminutes.
Bring the team or the problem. You’ll leave knowing what’s most likely driving the behaviour, whether either way in fits, and the first thing I’d look at. If I can’t help, I’ll say so.