What we do

Leadership support

To be an effective leader you need to be followed. To be followed you need to be believed and to be believed you need to be credible. Our work helps leaders become more effective with their team, their organisation and anyone they need to influence.

Becoming a
credible leader

Both leaders and managers want people to follow them. They want a team who will deliver the results to help the organisation succeed. In 2025 this means the leader needs to do things differently.

They need to be supportive, vulnerable, trustworthy and capable. They need to be able to share their vision and they need to have the characteristics of integrity, empathy and likeability.

Getting the balance right in a post-pandemic world will create the right relationships to create a culture that is built on teamwork, collaboration and respect.

What does a lack of credibility look like?

Teams are disconnected from the organisation and they don’t know why they are doing what they are doing. There is a lack of clarity about why things are happening and there isn’t anything that outlines what the organisation as a whole is trying to achieve.

There is disengagement across the organsiation seen in low engagement scores. Trust, transparency and reliability are all missing and it's leading to people feeling disengaged and in some cases, actively working against the organisation.

Apathy or stagnation are all signs that people are lacking inspiration. Being able to lead means being able to communicate well and with passion for the future. As a leader, your ability to move others is key to the sustainable success of the organisation.

Common problems in leadership

If you’re seeing problems around retention, cultural challenges, productivity and growth, it’s time to look at how leadership development programmes, focussed on communication and behaviours can support managers, leaders and emerging leaders in your organisation.

A new CEO, Managing Director or Manager

When you're new to an organisation you'll need to establish credibility quickly. For some stakeholders this will be about demonstrating capability, for others empathy and integrity will be more important. Take the time to invest in listening and aligning your words and behaviours.

Merging of leadership teams through M&A

When organisations come together in mergers or acquisitions there will be tension. We have to understand, roles and responsibilities and where strengths and weaknesses are to keep things moving. This is uncomfortable but it’s important to blend group coaching and 1:1 coaching here to get this right.

Rapid growth causing chaos

When you grow quickly you often focus on the processes needed but you can often ignore the relationship aspects of growth. Relationships include the culture and the communication and this needs attention before things get too chaotic when there is so much pace.

Lack of trust in the leader or manager

The weight of trust is heavy for a leader. When people say the trust is missing, we need to explore if it can be rebuilt and why it has gone in the first place. Getting underneath the root cause of trust breakdown is important to fix the right things.

Being unprepared for change

Getting people ready for change is always better than change that happens as a surprise. If you know it’s coming, prepare the team with skills around understanding people, what they need to feel comfortable with organisational change and how to communicate effectively.

People aren’t listening or following

People won’t follow leaders they don’t believe. And if they don't think you're a supportive leader who doesn't care about their learning and development, it's going to get harder. There are eight practices that make you credible as a leader and practical ways to build them all so people will follow you.

The Field Model – Organisational Change

We had been through rapid growth, and I wanted to explore how we could make sure our people were with us on the journey. We went through The Field Model™ and – while there were uncomfortable conversations – Jenni always put the team at ease and helped us work through the plan to change. Jenni enabled me to reposition and understand where we needed to go. She enabled me to gain greater clarity between employees and the business.

Workshop

The workshops provoked conversations that wouldn’t have happened otherwise and helped us look at things from a different perspective. The workshops for our leadership team were very engaging and Jenni has been our go-to for helping us tackle internal communication issues and challenges. She’s challenging in all the right ways.

1:1 support

I've reached out to Jenni twice in recent years for 1-2-1 support in planning for job interviews. With her support I was successful on both occasions. Her advice was spot-on. She is so wise and has such a wealth of communications experience that she is able to quickly sees the bigger picture and help focus the mind. She's also really nice and fun to work with!

Our happy clients

We have worked with nearly 100 organisations around the world. From San Francisco to Morocco to London and the rest of the UK, we have supported organisations in a variety of sectors; defence, public sector, charity, technology, finance and more. We have implemented The Field Model, run online and in-person events and supported projects to improve engagement and organisational change.

FAQ on leadership

I’m a business owner / leader – what do I need to focus on with regards to communication?

Leadership isn’t easy. There’s a huge amount of pressure on leaders to understand the complexity of their industry and organisation, lead projects, grow the business, as well as recognise team dynamics and nurture relationships.

When chaos hits the leadership team it can have a huge impact on the whole organisation. Chaos related to leadership can result from a lack of alignment with organisational goals, inability to make decisions, absence of leadership skills or egos that prevent progress. If you’re looking for additional support, there are some resources and links that may help you below.

How do I become a leader people will follow?

You have to focus on your credibility and the eight skills linked to this. This is around building your skills and strategies around empathy, having a vision, capability and integrity to name a few of them.
You’ll need to be more intentional in how you communicate and engage with others and invest in yourself and your development to grow in these areas. Drop us an email if you’d like to explore more as Jenni can share her research in this area and do some 1:1 consultancy with you too.

Why is it so important to develop communication skills?

Communication is so important in building and maintaining excellent relationships at work. Do you understand your communication style? And do you know how you impact others? These questions are so important to answer to make sure you communicate effectively. If you’d like to improve your communication skills, we create and deliver bespoke communication workshops for teams to help you to adapt your communication style to influence others and use the right communication methods to achieve the outcomes you want.

What are the eight traits of credibility?

From our research we have identified these eight traits as the skills to build to improve credibility: Capable, likeable, empathetic, integrity, supportive, trustworthy, visionary, vulnerable. When one of these is missing there is an impact on the individual and the organization. You’ll need to delve into different ones more at different times and with different individuals or groups.