To thrive in today’s complex world demands a different kind of leadership. A way of thinking, seeing and working that invites everyone to co-create the kind of organisations we want – as part of the world we want to live in.


Successful 21st organisations are places where people feel they matter. Where trusted collaboration, rather than competition and cynicism, can thrive. And where higher purpose, rather than selfish gain, drives profit.

To help you create such an environment, our expertise is focused on four main areas of leadership development work. Read on to find out more…


Today, more than ever, leaders need the capacity to respond and adapt to emerging circumstances. They can no longer afford to lead and operate in the same predictable ways that may have brought them success in the past.

GBL’s definition of a transformational leader is someone who is able to create leaders of their followers. These leaders acknowledge others’ contribution to success and cultivate great leadership in their team, thus building sustainability for the organisation.

What does leadership mean to you?
Recognising your own contribution to leadership is the first step to really making a difference in the workplace. Do you see ‘leader’ as simply a title, or as a commitment to serving others? Do you consciously choose the impact you want to have on colleagues, your organisation and the wider world? As executive coaches, we can help you find your own answers and practice in becoming confident 21st century leaders.



Team development needs to focus not only on the team itself, as a system, but also on its place in the organisation. The team needs to consider who and what it’s uniquely placed to serve. To be high performing, it needs to connect what is disconnected and balance doing with being.

In successful teams, people trust and respect one another, communicating often and openly. They have clear, agreed goals. They know their strengths and how to deploy them. They relate well to external stakeholders, ensuring they have the support and resources from the wider organisation and community.

As systemic team coaches, we can support teams to develop in their context, maximising their collective talent and resources to effectively accomplish their goals. This benefits both internal and external stakeholders, creating a positive whole-system shift.



Culture is how an organisation is lived on the inside. It’s the sum of what people think, feel, believe and expect – and how they behave. Culture is ‘how we do things around here’.

Values lived consciously or unconsciously are expressions of an organisation’s culture. They’re the principles by which decisions are made and actions taken. And they relate directly to performance, results and customer experience. Values tell people ‘this is what we’re about’.

We support conversations that question beliefs and assumptions, helping people to understand how their values influence the kind of culture they want (and need in order to succeed as a thriving 21st century organisation). Trust is central to this. But while it’s seen to be needed, it’s often poorly addressed. We work to match the external promises (brand) to internal promises (culture) so that trust can be built to last.

We know that a values-based, people-driven, inclusive process will lay a solid foundation for a positive culture.


    Diversity AND inclusion

    In our ever-changing, complex and multi-cultural world, innovation and communication are the keys to survival. To thrive and attract the breadth of skills needed, organisations must embrace diverse people from diverse backgrounds. 

    An inclusive work culture is a trusting, respectful environment where everyone can be themselves and feel valued, so they can give their best. Each and every one of us plays a part in the culture we create, consciously or unconsciously. It’s about having a better awareness of our own patterns and biases, so we can understand and appreciate others.

    Our practical diversity and inclusion programmes prompt participants to consider the difference they can make on a daily basis, through their own actions. We look at the advantages of working with diversity and what gets in the way of reaping the benefits. And we aim to link the ‘D-word’ to something positive and powerful to embrace and enjoy.



      Whatever the purpose of your discovery journey, what are the elements that are most likely to help you uncover amazing potential across and for a variety of stakeholders?

      This is the question at the heart of our model for change. Discover what your organisation needs to unlock its true potential – for all stakeholders. 


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