Leadership Programmes, Workshops & Assessments
From a proven workshop you can deploy this month to a programme built around the specific needs of your organisation - and everything in between.
Leadership development is often presented as a choice between two extremes: a standard product or something expensive and complex, made from scratch. The standard product is convenient but can feel generic. The bespoke option can take months and cost more than many organisations can justify.
We offer a third way.
The Leaders Unbound Satchel brings together a curated range of proven workshops and programmes from exceptional facilitators in our network - ready to deploy quickly and adaptable to your context. Each is tested with real organisations, available to be deployed at speed, and adaptable to your context without losing what makes it good. And when the situation calls for it, we can design something entirely bespoke.
Once understand what you're trying to achieve, we will design with you the approach we believe is right for your organisation.
Bespoke Leadership Programmes
If your organisation’s culture or challenge needs a bespoke programme, rather than an off-the-shelf solution, we will design it.
Bespoke programmes typically combine facilitated workshops with coaching, peer learning, and structured application back in the workplace. They run over a sustained period - usually three to six months for a cohort programme - and are designed to create lasting change in how your leaders lead.
The organisations that get the most from bespoke programmes are those with a specific development challenge and the appetite to invest in addressing it properly. If that sounds like you, the starting point is a conversation about what you are trying to achieve.
The Leaders Unbound Satchel
Below are examples of workshops from our partner network - proven programmes that have been tested, refined, and delivered with real organisations. This is not an exhaustive list - our offering evolves as our network grows, so if you are looking for something specific that you do not see here, tell us what you need. We may already have it, or we may know exactly who to bring in.
Every workshop can be adapted to your sector, culture, and context. Format ranges from one hour to a full day. We will design with you the approach that makes most sense for your situation.
Leadership and Performance
The Leadership Challenge. Based on Kouzes and Posner's five practices of exemplary leadership, this two-day workshop provides a research-grounded framework for leading at any level, with the option of follow-up coaching. Available as a standalone programme or as the anchor of a longer development journey.
Becoming a Leader-Coach. Helping leaders understand what coaching is and is not, practising core coaching skills, and applying a coaching approach to the real conversations they are already having. 90 minutes virtually, or a half-day in person.
From SME to Manager to Leader. For leaders who have been promoted from expert to people manager and found that nobody told them how to make that shift. Addresses the mindset and behaviour changes required at each transition. 90 minutes.
Being a Resilient Leader in Challenging Times. A practical workshop on what resilience actually looks like in the leadership role: how to recognise it, build it, and sustain it in yourself and your team. 90 minutes.
Personal Transformation for Senior Leaders. A programme grounded in Gita Bellin's Mastery of Transformation work, profoundly shifting how leaders see, think and act – moving beyond habitual, reactive responses towards greater awareness, choice and creative action. It includes two sessions on The Dynamic Mind Practice™, a remarkable yet simple technique for providing deep relaxation and stress management. 1.5-3 days, in person only.
Team and Culture
Team Dynamics with DISC. Using DISC profiling to give a team a shared language for how they communicate, make decisions, and navigate conflict. Available as a standalone workshop or as the diagnostic foundation for a longer team coaching engagement. Half-day or full day.
Career Conversations with Your Team Members. Equipping managers with a practical framework for having effective, regular career conversations with their people. Addresses the two most common blockers: not knowing what to say and not finding the time. 60–90 minutes.
Empower and Lead. A workshop series helping leaders at every level discover and act from their own authority. Energetic, direct, and grounded in the conviction that leadership is a way of being, not a position.
Coaching Circles and Peer Coaching Groups. A structured peer-learning format for cohorts of leaders. Typically six to ten participants, meeting regularly over three to six months, combining coaching with peer reflection and mutual accountability. Available as a standalone programme or as part of a broader initiative.
Neurodiversity and Inclusion
Neuro-Inclusive Leadership. How to support neurodivergent employees across the full employee lifecycle, from recruitment to development and retention. Simple, practical changes that make a measurable difference. 90–120 minutes, for people leaders and HR.
One Size Doesn't Fit All: Leading Neurodivergent Employees. A concrete approach to having respectful, effective conversations with neurodivergent team members. Addresses common myths, surfaces biases, and gives managers a practical framework. 60–90 minutes.
Neuro-Inclusion at Work. For leaders who want to move from awareness to genuine everyday inclusion. Builds confidence in conversations about neurodivergence and workplace accommodation. 3 hours.
Assessment and Development
Leadership Circle Profile. A 360-degree leadership assessment offering deep insight into how a leader sees themselves and how others experience them. Used as the basis for coaching or as a standalone development intervention.
Enneagram for Leaders. Exploring leadership style, motivation, and development through the Enneagram lens. Useful for individuals and teams who want a deeper understanding of what drives their behaviour and how to work better together.
EI 2.0. Emotional intelligence assessment and development for leaders, using the EQ-i 2.0 and EQ 360 tools.
Stakeholder-Centred Coaching. Marshall Goldsmith's evidence-based methodology for leader development through structured stakeholder engagement and measurable behavioural change.
DISC Profiling. Individual or team assessment using the DISC model, with debrief and application to communication, collaboration, and leadership.
Career Development
Your Personal Brand: Uncovering Your Edge. Helping employees and leaders understand how they are experienced by others and identify what sets them apart. Particularly useful for organisations investing in talent retention and career development. 60–90 minutes.
Embracing Risk: Unlocking Career Potential. A session on the calculated risks that drive professional growth, and the personal barriers — fear of failure, perfectionism, uncertainty — that most often get in the way. 60–90 minutes.
Networking for People Who Don't Like Networking. Practical strategies for authentic relationship-building, for those who know networking matters but find conventional approaches uncomfortable or unsustainable. 60–90 minutes.
Future-Proofing Your Career. A practical session on navigating AI disruption, identifying uniquely human strengths, and building a development plan that stays relevant. 60–90 minutes.
The Leaders Unbound Satchel is a starting point, not a ceiling. Every workshop can be adapted to your context, delivered virtually (unless indicated) or in person, and combined with coaching or peer learning for deeper impact. Tell us what you need and we’ll help you find the right approach.
Languages
Our network includes practitioners who deliver in English, French, Spanish, German, Italian, Japanese and a range of other languages. If your organisation operates across borders and needs development work delivered in the languages your leaders actually think and lead in, we can help. Please tell us when you get in touch.
Frequently Asked Questions
-
You probably will not know until we have talked - and that is exactly the point. The first conversation is about understanding what your organisation is trying to achieve, what your leaders are facing, and what has or has not worked before. Sometimes the answer is a proven workshop that addresses the need directly and can be deployed quickly. Sometimes the situation is specific enough to require something designed for it. Often it is a blend: a proven structural framework adapted to your culture and context. We discuss with you what we think fits rather than defaulting to what suits us.
-
Our network delivers workshops from 60 minutes to a full day, depending on the topic, audience and format. Two-day residential programmes are also available but are the exception rather than the norm. We will recommend the duration and format that make the most sense for your needs.
-
Yes - and the two can reinforce each other powerfully. A workshop creates shared language and a new frame; coaching helps embed the learning in how each leader thinks, behaves and leads. We design programmes that weave both together where the situation warrants it and can manage both strands through the same relationship.
-
Yes. Our network includes practitioners with genuine specialist expertise in neurodiversity in leadership - not just awareness training, but the specific skills required to coach neurodivergent leaders and to help organisations build genuinely neuro-inclusive cultures. This is a growing area of need and one where quality of practitioner matters enormously. We take the same rigorous approach to selecting specialists in this area as we do across the rest of our network.
-
Our network has extensive experience with Leadership Circle Profile, DISC, Enneagram, EI 2.0, MBTI, Birkman, and stakeholder-centred coaching based on Marshall Goldsmith's methodology. We recommend the tool that fits the development goal rather than defaulting to one approach. If you already use a particular tool and want us to work within that framework, we can usually accommodate that.
-
Yes. Our network includes practitioners delivering in more than 20 languages, and our founding partners have directly coordinated multilingual coaching and facilitation programmes at global scale. If your leaders are working in multiple languages and you want coaching and development delivered in the languages they think and lead in, please tell us when you get in touch and we will match accordingly.
-
Ben and Tamsin remain personally accountable for every engagement - including those delivered by a coach or facilitator from our network. We brief each practitioner thoroughly, stay closely involved throughout the engagement, and review progress with both the client and the practitioner at key points. Getting someone into our network is only the beginning. The same standard of care and quality applies to every engagement we support.
Tell us what you are trying to achieve
Whether you need an off-the-shelf solution, a bespoke programme built from scratch, or something in between, we will recommend the approach that fits.