CUSTOM LEADERSHIP & CULTURE PROGRAMS
Some require something deeper and more systemic, built around the behaviour that’s happening right now.
February 17, 2026
Limited to 12 Leaders
December 10, 2025
100% Online
Behaviour-first programs built around what your organisation actually needs.
WHY SPRINTS?
You're told to be warm, but not weak.
You’re liked but not respected. Decisions drag. Accountability slips. You hesitate to hold people to task because you don’t want to seem harsh.
You're told to be strong, but not pushy.
You drive results but create pushback. People comply but don’t commit. Your authority feels like control, not influence. You’re labelled “bossy” or “intimidating.”
So you switch between the two.
One day you’re the peacekeeper; the next, the enforcer. Your people don’t know which version of you they’ll get—and neither do you.
When you change behaviour, you change performance.
When you change performance, you change culture.
And when you change culture, you change everything.
Our Sprints are fast, practical, science-backed experiences grounded in the behavioural dynamics that drive results, not the buzzwords that don’t.
A Sprint generates behavioural momentum — fast.
BECAUSE BEHAVIOUR IS THE REAL LEVER
BECAUSE COMPLEX CHALLENGES NEED TAILORED BEHAVIOURAL SOLUTIONS
Not every challenge has a clean starting point.
Some of them look like this:
- Leaders aligned on paper but not in practice.
- Teams who are smart but not working together.
- Silos, friction, passive resistance.
- Good intentions, weak follow-through.
- Poor accountability.
- Change people “support” but don’t actually do.
- Behaviours drifting as you scale or merge.
These aren’t “strategy problems”. They’re behavioural problems. And they need custom behavioural solutions.
WHAT WE BUILD IN OUR CUSTOM PROGRAMS
| Leadership Behaviour Shifts | Shifting how leaders show up, decide, and role-model under pressure. |
| Team Culture Reset | Rebuilding trust, alignment, and collaboration where it’s broken or where it’s never fully formed. |
| Organisational Culture Change | Shifting the behavioural norms that drive or derail your strategy. |
| Change Adoption | Activating your influence networks to embed change when behaviour matters. |
This is not training. This is behaviour change.
WHY IT WORKS
Behaviour only changes when people understand it, practise it, see its impact, feel accountable, repeat it AND reinforce it.
A Sprint builds all six.
WEEK 1: The Influence Blueprint – Understanding Your Leadership Edge
THE CHALLENGE:
Leadership isn’t just a title. It’s how others experience you.
Fragale’s Long-term Influence Model + CCG’s Leadership Development System
WHAT YOU'LL MASTER:
- CLS360 Leadership Assessment & Personal Leadership Baseline Mapping.
- Define The Leadership Influence Edge—balancing connection and assertiveness - Dr. Alison Fragale’s Likeable Badass concept.
- Understand how leaders gain, maintain, and lose influence in organisations.
- Differentiate between Inspirational, Coaching & Participative Leadership Styles and when to apply each.
- Identify your leadership tendencies and areas for development using CLS360.
- Create a Personal Leadership Shift Statement—where you want to move on the CLS360 Circumplex
THE OUTCOME:
WEEK 2: Inspirational Leadership – Commanding the Room Without Intimidation
THE CHALLENGE:
You don’t need to be the loudest person in the room to command respect.
WHAT YOU'LL MASTER:
- Learn how Inspirational Leadership builds credibility, trust, and buy-in.
- Apply CLS360’s Inspirational Leadership style to balance connection and assertiveness and understand your personal leadership style
- Develop framing techniques to strengthen influence.
- Learn how to balance “getting ahead” with “getting along”.
THE OUTCOME:
WEEK 3: Leading Teams with Trust & Psychological Safety
THE CHALLENGE:
High performance doesn’t have to mean high pressure—trust and accountability go hand in hand.
WHAT YOU'LL MASTER:
- Learn how to create a high-trust, high-accountability leadership style
- Apply CLS360’s Participative Leadership model to drive team engagement.
- Use psychological safety principles to encourage innovation and risk-taking
- Develop strategies to balance challenge and support in your leadership approach
THE OUTCOME:
WEEK 4: Sustaining Influence & Building a Leadership Legacy
THE CHALLENGE:
True leadership isn’t about control. It’s about influence and impact that lasts beyond your position.
WHAT YOU'LL MASTER:
- Apply CLS360’s Coaching Leadership model to develop future leaders
- Create a long-term leadership roadmap that ensures continuous growth.
- Use behavioral reinforcement strategies to sustain leadership impact over time
- Ensure leadership influence extends beyond direct authority through strategic leadership habits.
THE OUTCOME:
THE OUTCOME:
HOW WE BUILD A CUSTOM PROGRAM
A clear, behavioural sequence.
DIAGNOSE THE TRUTH
See the behaviour that’s helping — and the behaviour that’s getting in the way.
DESIGN THE SHIFT
Define the 3-5 behavioural changes that will move the system.
ACTIVATE THE SHIFT
Leaders. Teams. Influencers.
Real practice. Real moments. Real accountability.
REINFORCE THE SHIFT
Make the new behaviour stick — under pressure and over time. That’s how real transformation happens.
HOW WE BUILD A CUSTOM PROGRAM
DIAGNOSE THE TRUTH
See the behaviour that’s helping — and the behaviour that’s getting in the way.
THE CHALLENGE
Before you can change your culture, you need to know which behaviours to target
WHAT YOU'LL MASTER
- Map reality vs values with the Circumplex Culture Scan (CCS).
- Identify unspoken behavioural norms.
- Surface behaviours blocking the desired culture.
- Understand why cultural inertia persists.
- Build a data-driven culture shift strategy.
DESIGN THE SHIFT
Define the 3-5 behavioural changes that will move the system.
THE CHALLENGE
Before you can change your culture, you need to know which behaviours to target
WHAT YOU'LL MASTER
- Map reality vs values with the Circumplex Culture Scan (CCS).
- Identify unspoken behavioural norms.
- Surface behaviours blocking the desired culture.
- Understand why cultural inertia persists.
- Build a data-driven culture shift strategy.
ACTIVATE THE SHIFT
Leaders. Teams. Influencers.
Real practice. Real moments. Real accountability.
THE CHALLENGE
Before you can change your culture, you need to know which behaviours to target
WHAT YOU'LL MASTER
- Map reality vs values with the Circumplex Culture Scan (CCS).
- Identify unspoken behavioural norms.
- Surface behaviours blocking the desired culture.
- Understand why cultural inertia persists.
- Build a data-driven culture shift strategy.
REINFORCE THE SHIFT
Make the new behaviour stick — under pressure and over time. That’s how real transformation happens.
THE CHALLENGE
Before you can change your culture, you need to know which behaviours to target
WHAT YOU'LL MASTER
- Map reality vs values with the Circumplex Culture Scan (CCS).
- Identify unspoken behavioural norms.
- Surface behaviours blocking the desired culture.
- Understand why cultural inertia persists.
- Build a data-driven culture shift strategy.
When behaviour matters, we can design the shift. Not a generic program— But behavioural change that fits your organisation.
Who we build Custom Programs for
- Executive teams who need alignment
- Organisations shifting strategy
- Teams in friction or drift
- Organisations facing trust, psychological safety, or silo issues
- Organisations integrating cultures post-merger
- Any leader serious about behaviour as a performance lever
If your people need to work differently, we can design the shift.
Why Organisations Choose us
Because behaviour is the lever that actually moves performance.
Most organisations don’t need more frameworks, training, or initiatives. They need behaviour to change—in meetings, decisions, leadership moments, and under pressure.
That’s where we work.
We don’t start with content or off-the-shelf programs. We start with behavioural reality—what’s happening right now, what’s getting reinforced, and what’s quietly undermining your strategy.
Our Custom Programs are chosen because they are:
Grounded in evidence—validated diagnostics before we co-design.
Focused on the critical few behaviours—that will actually shift the system.
Designed for real conditions—pressure, politics, and competing priorities.
Practised, not presented—behaviour worked on in real moments.
Built to stick—reinforcement and accountability designed in.
This is why organisations choose us when the work is complex, high-stakes, or has failed before.
You don’t need another initiative. You need different behaviour—consistently.
