This is how the work gets done.

One program. Six steps. Built on one diagnostic.

The EQ Leadership Program runs over six months. Step 1 is the foundation: each participant completes a scientifically validated emotional intelligence diagnostic across ten capabilities.

Every step after it draws on those results, so development targets what each person needs.

The six steps of The EQ Leadership Program, built on the Step 1 diagnostic

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Six connected steps. One developmental journey.

Each step builds on the previous one, moving from understanding the patterns that influence behaviour to strengthening judgement, professional authority and organisational contribution.

Step 1: STEP UP

Understand the patterns.

Establish an evidence-based understanding of emotional intelligence strengths, behavioural patterns and development priorities.

Step 2: SET VALUES

Clarify what matters.

Explore the values and beliefs shaping decisions, relationships and professional behaviour.

Step 3: STORY

Own your professional identity.

Connect experience, expertise and contribution into a coherent professional narrative.

Step 4: STRETCH OUT

Set a meaningful direction.

Translate awareness into purposeful development goals aligned with personal and organisational priorities.

Step 5: SPEAK OUT

Make judgement visible.

Strengthen the ability to communicate perspectives, influence decisions and navigate challenging conversations.

Step 6: SEIZE OPPORTUNITIES

Development into contribution.

Apply new insights and behaviours through action, collaboration, professional relationships and opportunities for greater impact.

Its easier than you might think:

Clearing Mindset and developing Emotional Intelligence

You will emerge with a clean slate, greater clarity and self-assurance with the ability to navigate challenges and address the next steps of your transformation.

Clarifying your Values

After you gain the tools to address Limiting Beliefs – clarifying your values creates a compass for your decision-making process. Your strong sense of identity aligns you to your priorities.

Crafting a new Manifesto

Craft a new narrative that empowers and bridges the gap between your past and your envisioned future, resulting in a renewed sense of purpose and self-belief.

The are 3 more steps that address your outer focus and they include:

Establish Legacy Goals

To establish goals based on the experiences that you want to create as your new reality. Your new goals are built on the clarity you gained from the earlier steps, connecting all your personal aspirations. Your clear inspiring goals will be aligned with what you value and your

Vision.

Creating a Communication Plan

Our goals and aims are translated into actionable steps, and you want to communicate them effectively in order to build momentum. Your roadmap increases your commitment and accountability.

Setting intentions to Seize Opportunities

Tied up all the previous steps together. Remain open to opportunities and feel assertive in building community and influence genuinely

Individual coaching content remains confidential to each participant.

The organisation receives aggregated trend data, team wide capability insights and measurable behavioural indicators never individual attribution.

This is what makes the work safe for participants and useful for organisations. Both things at once.

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Three ways to engage. One starting point.

The work can begin small, scale up, or run as a full six months program. Each option produces evidence the organisation can use.

AWARENESS

Half day online workshop.

An introduction to the insights emotional intelligence can provide into existing workplace challenges, before investing in further skills development.

Included:

Confidential, scientifically validated EQ self assessment.
Understanding of the ten EQ capabilities.
Exploration of how EQ influences workplace behaviour, communication and professional relationships.

Delivery: Half day online workshop.

What the organisation receives:

An introduction to how emotional intelligence can help identify behavioural factors influencing workplace challenges, together with practical insights to inform future development decisions.

INFLUENCE

Full day in person workshop

For organisations seeking to strengthen how capable professionals build trust, communicate their expertise and influence decisions through greater emotional intelligence.

Included:

Confidential, scientifically validated EQ self assessment.
Understanding of the ten EQ capabilities and their influence on workplace behaviour.
Facilitated exploration of individual strengths, behavioural patterns and potential blind spots.
Practical exercises to strengthen communication, build trust and navigate challenging workplace conversations.
Identification of practical actions to strengthen professional influence and stakeholder relationships.

Delivery: Full day in person workshop.

What the organisation receives:

A facilitated development experience that helps participants strengthen professional influence, build trust and apply emotional intelligence insights to real workplace challenges.

PROGRESSION

Six month EQ Leadership Program

A structured development journey designed to translate emotional intelligence insights into observable behavioural change, stronger professional contribution and the foundations for lasting transformation.

Included:

Confidential, scientifically validated EQ self assessment, with the option of 360 degree feedback and a comprehensive individual debrief.
Personalised development plan aligned with individual and organisational objectives.
Individual coaching sessions focused on strengthening professional judgement, influence and behavioural change.
Sponsor reviews to assess observable behavioural changes, progress against agreed objectives and opportunities for further development.

Delivery: Six month program combining individual coaching, EQ assessment and sponsor check-ins.

What the organisation receives:

Greater utilisation of existing professional capability through stronger judgement, more confident contribution and improved workplace relationships, with progress evaluated against agreed organisational objectives.