Read and forget. See and remember. Do and understand.
We take you direct to understand.
Experiential, CPD-accredited courses delivered in-person and through our digital training games. Every programme is tailored to your operation; none of them are off the shelf.
There's nothing arcane to learn here, no deep psychology to memorise. We simply join the dots of what your people already know — turning it into reliable processes, repeatable procedures, and reflexes that hold up when the pressure climbs. The delivery itself is hugely entertaining and genuinely enjoyable; delegates almost always say they took as much from the room personally as they did professionally.
The foundational programme. Participants leave able to recognise fast-brain / slow-brain hand-offs, apply the mitigate/trap/avoid framework to their own work, and coach their peers through high-stakes decisions.
TYPICAL DURATION · 2 DAYS IN-PERSON · OR 4 × HALF-DAY VIRTUAL
A leadership-led engagement that establishes — or repairs — the cultural prerequisite for Human Factors work. Includes investigation protocol design, leader coaching, and a before/after cultural pulse measurement.
TYPICAL DURATION · 8–16 WEEKS · LEADERSHIP COHORT
Design and operationalise the reporting channel that surfaces your unknown unknowns. We specify the tooling, the investigation interface, the legal perimeter, and the cadence of feedback that keeps people using it.
TYPICAL DURATION · 12 WEEKS · ONGOING ADVISORY
Senior advisory for leadership teams building a bespoke safety and performance framework — from investigation standards to operating-rhythm design to the board-level metrics that make it real.
SCOPE · AGREED PER ENGAGEMENT
A programme-level engagement that threads the approach through HR, training, operations and leadership. The output is an operation that learns fast, adapts visibly, and recovers from shocks without the usual cost.
SCOPE · 6–18 MONTHS
For clients wanting to layer predictive analytics, behavioural feedback loops and dynamic risk modelling onto the core programme. AI doesn't replace judgment — it gives your judgment a better window.
STATUS · AVAILABLE AS ADD-ON
Each one stands alone, but they share the Human Factors foundation: trained reflexes for the moments when your prefrontal cortex is the asset under pressure.
For leaders whose teams are watching them in the moments that count. Builds the discipline to hold accountability and psychological safety in the same conversation, to lead through ambiguity without theatre, and to debrief in a way that earns trust rather than spends it.
2 DAYS · LEADERSHIP COHORTS · 8–14 PEOPLE
Most change programmes fail on the human side, not the plan. We teach the cognitive and cultural mechanics of why people resist — and the moves that turn skepticism into buy-in without breaking the team that has to carry it. Built for the change you've already decided to do.
1.5 DAYS · OR 4 × HALF-DAY VIRTUAL
The science of attention, fatigue and prioritisation under load. Teams leave with a shared vocabulary for "I'm task-saturated", a working set of triage protocols, and an honest read on where automation, structure and saying-no would buy back the most attention.
1 DAY · ANY OPERATIONAL TEAM
Negotiation as a Human Factors problem: two amygdalas trying to make a deal while the prefrontal cortex still has the floor. Tactical and procedural, with sector-specific scenarios — claims settlement, supplier disputes, internal resourcing — practiced under realistic time pressure.
1.5 DAYS · ROLE-PLAY HEAVY
It's how we perform, as well as who we natively are, that matters under pressure. This assessment makes the gap visible before it shows up in a critical moment.
Five-Factor Model · Blake-Mouton conflict grid · Berne's ego-state framework
Development conversations, not selection. Leadership coaching, change, high-stakes ops.
Named strengths, the shadows they cast, and trainer-flagged combinations.
The same research foundations as MBTI, TKI, and Insights — but synthesised around one dimension those instruments don't measure: the gap between natural disposition and at-work behaviour.
That gap is the daily energy cost of operating in a way that doesn't match your default. It's also the most reliable predictor we have of how someone will behave when stress, fatigue, or conflict rise — because under pressure, the role-mask collapses back toward natural disposition, often visibly and at the worst moment.
The output isn't a four-letter type or a colour. It's an individualised reading of named strengths, the shadows those strengths cast on differently-disposed colleagues, conflict-mode patterns read across the whole profile rather than just the highest score, and trainer-flagged combinations worth surfacing in 1:1 coaching.
The distance between who you are at rest and who you are at work — and how that gap behaves when the stakes climb.
Most instruments give you a stable type. This one gives you a stable type plus a forecast of how you'll deviate from it under load.
Individual coaching, leadership team off-sites, change-readiness diagnostics, and pre-engagement onboarding for high-stakes operational roles.
A written profile, a debrief with a senior practitioner, and — for cohorts — a team-level pattern read with named coaching opportunities.
Free to complete, results private to you. Useful baseline reading before a discovery call, and good supplements to the Pressure Profile.
The classic sorter. Useful for understanding how you take in information and reach decisions.
The empirical successor — five trait dimensions the research community broadly agrees on. Our standalone Workplace Profile builds workplace-specific dimensions on top.
How you default to handling disagreement — and where the default stops serving you.
The way you absorb and retain new material. Important — especially if you're running training.
A growing library of computer-based simulations and interactive exercises that supplement in-person and virtual delivery. Used as cohort warm-ups, between-session practice, and stand-alone refreshers — each one targets a specific skill the slides can't reach.
A timed scenario that escalates while the participant is still resolving the previous decision. Surfaces the moment the amygdala takes the controls — and trains the recovery move.
Two players, two clocks, one operation. The receiver has to assemble a complete mental model from a deliberately incomplete brief. Builds explicit handover habits without lectures.
Walk through a recorded disagreement frame-by-frame, naming each move against the Thomas-Kilmann grid. Calibrates pattern recognition before the live workshop.
A week-long passive measurement that pings the participant at random intervals to log their load. Outputs the team's real workload distribution — usually nothing like the one on paper.
Sector-specific deal scenarios — claims settlement, supplier dispute, resource contest — with adaptive AI counterparts that mirror your team's emotional moves back at them.
Spaced-repetition micro-prompts pushed to participants in the month after the in-person course. Five minutes a day, designed to lock in the moves before the everyday job overwrites them.
A 30-minute discovery call. Tell us about the operation, the people, the pressure. We'll tell you the shortest path to measurable change.