Measuring the return on investment (ROI) of training is a constant challenge for companies. It’s a question every HR and L&D team faces: “How do we know if it’s working?” The answer is rarely straightforward. Business impact, behaviour change, and performance improvement are often complex, long-term outcomes influenced by multiple factors. But while true ROI

In a recent Elevate session on building trust in professional relationships, we explored a range of well-known models and frameworks that aim to define and demystify this essential – yet often elusive concept. We all know that trust is the foundation of effective teams, meaningful collaboration, and long-term influence. But while the word itself is

A few weeks ago, during our special webinar “The Leadership Gap No One Mentions”, I ran a quick poll asking attendees a simple question: Where did you first come across this often-quoted stat?“Women apply only if they meet 100% of the qualifications; men apply at 60%.” The results were striking. While almost three-quarters recognised the

On the back of last week’s webinar – The Leadership Gap No One Mentions (watch the replay here) – something unexpected emerged. Following the session, one client pointed out that women frequently request Imposter Syndrome training as part of their development plans, but men almost never do. And yet, the research we shared showed that

The words we use matter deeply. Language evolves over time, and with it, so do the meanings and implications of certain terms. Occasionally, we adopt terminology that – while well-intentioned – can unintentionally make things worse. One such word that often falls into this category is bias. Around ten years ago, the term unconscious bias

One of the hardest parts of delivering training is working out what participants do – or don’t – already know. Gavin Scott, a brilliant facilitator and Elevate contributor, calls this “the epidemic of expertise.” In May’s session on Dynamic Trust, we shared the Trust Equation, developed by Charles Green over 25 years ago. When we

A few years ago, we created the EPIC Career Self-Assessment to help participants in our Elevate programme understand where they are in their development journey. But this tool has revealed more than just individual progress – it also offers powerful insight into what makes a truly high-performing team. We often hear about the importance of

Once upon a time, climbing the career ladder was about mastering a craft. You developed deep expertise in a technical, functional, or professional domain. If you were good at your job – if you had the right answers – you got promoted. Eventually, you became a people manager. And your job? Make sure everyone else

One of the most common pieces of feedback we hear every month from Elevate attendees is something along the lines of: “This is just what I needed right now.” While I’d love to say that this is because our team is incredibly smart, the reality is much simpler – and it all comes down to

In the third Elevate session, we focus on the new rules of communication. Communication is an interesting topic because it’s something we all engage in daily. Yet, how effective are we at it? To truly understand communication, we need to first recognise its purpose: connection. At its core, communication isn’t just about exchanging information; it’s

When I first stepped into the world of coaching 15 years ago, it wasn’t part of a grand plan. My career began in investment banking, where I spent years navigating high-pressure environments, complex deals, and ambitious career goals. In my first year as a coach, I noticed a recurring theme among the women I worked

In recent years, there has been a growing focus on the impact of mentorship and sponsorship in accelerating career growth. Research has shown that having sponsors – senior leaders who actively advocate for your advancement – can be a powerful catalyst for professional success. As a result, many organisations have introduced formal programmes to connect