Get you,
your team,
& your organisation,
clear, confident & connected.
Performance, Development & Wellbeing Psychology
- Leadership & Professional Development Coaching
- Team Development & Facilitation
- Leadership Development Programmes
- CPD & Wellbeing Sessions.
- Culture Creation
Believe in people.
Are Stress, Confidence or Friction an issue?
Maybe there is a lot you’re great at. The business is growing. But you, an employee, or your team, need some attention & support.
Are there key people, teams, or groups you’d like to develop? To take on more responsibility? Or that need support dealing with a new or challenging situation?
Maybe you have a group of managers you’d like to see problem solve as a unit? You’d like them to develop , and create an effective coherent culture – that gets the job done and done well.
Or maybe you just need to sort out your team’s CPD requirements. You would like to provide something different – that actually helps your team connect & perform.
We use the best of psychological science. We help clients better understand themselves, each other, and the practical and psychological barriers reducing effectiveness, cohesion & wellbeing.
We provide Leadership & Professional Development Coaching, Team Development, Leadership Development Programmes, CPD & Wellbeing sessions, and Culture Creation Workshops.
What makes us different?
Get to the root cause of problems & issues.
Indepth, patient, curious coaching & facilitation to get you clear about patterns and what's underlying them.
Adaptability & Flexibility
Our solutions are not one size fits all - because you, your team, and your situation are unique.
We create bespoke, tailored programmes that work for you where you are - now.
We put people first
We see and support people first, then utilise psychological tools, models and insights.
We are ethical and empower through support and the creation of meaningful and impactful experiences.
Trusted by professionals in:
How we help
Leadership & Professional Development Coaching
Develop, reduce stress & build confidence in yourself and key team members
Team Development & Facilitation
Get everyone pulling in the same direction and create the right environment.
Leadership Development Programmes
Address key challenges
Create peer support
Leverage your talent
CPD & Wellbeing Sessions
Personal and professional development and well-being utilising the best of psychological science
Culture creation
Define what's really important
Make it real
Performance, Development & Wellbeing Psychology for Business
- Bespoke programmes with input from the organisation
- Rochemartin ECR 360 Emotional Intelligence Informed Psychometrics
- Evidence Based Practice
- Extensive managerial experience
- Positive Psychology
- Ethically designed
- PSI, BPS, & EMCC member.
- Survey & Research led design
- Cognitive Behavioral Coaching
- Psychological led approach (BA, MA, published researcher)
- Field leading Associate panal
- Hospitality specialists - 20 years experience
- Sustainable, impactful development
- Support & Challenge your people
- Tri-focus appraoch to stress reduction
- Trust by government, and the professional services, tech, hospitality, finance, transport, aviation and construction sectors.
FAQ's
Will it be expensive? Can we justify the cost?
- In terms of cost – think about how expensive it can be to replace a key employee if they leave (15% – 30% of annual salary with recruiter). That doesn’t include the cost in lost time, productivity, and morale involved with a bad hire. 4/10 Irish employees are considering changing roles in the next 12 months (PwC, 2025).
- After salary, the reason most people leave their roles is their relationship with their manager and the company – and their sense of work-life balance – as this impact’s wellbeing.
- Although salary accounts for about 40% of the reason employees choose a new company, perception of the company and the ability to develop are the two next most important factors (CIPD, 2022). The ability to develop is a key factor for 77% of employees on whether to stay in one’s current role, or move to a new employer (PwC, 2025). Our core focus is developing your people.
- Investing in people shows you value them i.e. you care about them and their development. Helping them reduce stress, build confidence and better relationships, will create a better work environment. Our costs are a fraction of what replacing a key team member will cost.
- * sources
How much does it cost?
We don’t advertise costs because a lot of what we do is bespoke. Different strategies work for different businesses /organisations at different times.
- The investment depends on your needs i.e.
- The volume of work you feel you need (e.g. number of sessions needed, length of engagement)
- The nature of work i.e. is it 1-2 -1, with a team, or with a larger management group.
- We also price so that it’s sustainable for your business. We value long-term relationships and believe development is long-term. Relationships have got to be win-win.
- We offer an initial free consultation to explore your challenges and give you a rough idea of what to expect.
What if we don’t have time for coaching or development work.
- If you’re here – you probably know something needs to change either with yourself or your business.
- Our work helps you carve out the time to focus on that – which will invariably save you time and peace of mind going forward. For example, how much time do you spend worrying & distracted about issues you’ve put off addressing? Or, think about how long it takes to send an email to someone you don’t really trust/have a bad relationship with? 3/4 times as long?
- Our work helps leaders, teams and management groups become more efficient, collaborate better and build trust – saving time in the long run. Our programs are designed around your needs – and ultimately have to be sustainable in your business context.
We’ve tried training before, and it didn’t work. How will we know this will?
Firstly, it’s really important to define exactly what ‘work’ or ‘success’ means.
We do a deep dive initially with leadership to figure that out. Then we ask those who the programme is for what success looks like, (either 1-2-1 or surveys.) Getting really clear on this is the 1st priority and makes success possible. .
Secondly, If ‘training’ didn’t work before – it can be useful to ask the question: ‘why?’
- Was there a lack of buy in?
- Were the practical implications of running the programme for your business or employees considered?
- Were potential problems identified in advance to create a programme that really considers your employee experience and put that first?
- Were there regular check-ins with employees to make sure they are finding the work useful?
We do all this and more, to make sure programmes are successful and run smoothly.
Our approach is
- Focused on your specific business and employee challenges – so that it’s relevant to you, your team and your leaders.
- Programs are focused on the real-world application of the psychological tools, models and concepts – i.e. how your leaders, employees and teams can practical apply these in your workplace.
What we can guarantee is that our programmes create awareness and insight. This in turn leads to emotional and behavioural change. By exploring and getting a better understanding of a problem, topic or issue, it changes how we think and feel. This leads to changes in behaviour and different results.
For groups, getting people to spend time together exploring a topic and problem solving together, creates understanding and builds relationships & trust. It also leverages the resources already at your disposal to move forward together on the challenges most important to you and your business.
What if my employee or team don’t want to do it, or are anxious about it?
Change, because it involves introspection and effort, naturally evokes a certain amount of anxiety. In addition, in the modern workplace, we are all time poor. There is core job that needs to be done – and we only have so many resources to make that happen.
However, if change is needed, then we need to start doing things differently. And this requires a focus, psychological safety and buy-in.
To ensure this:
- We always meet your employees or your team beforehand to introduce ourselves, build trust, explain what we do, answer any questions and address any concerns.
- We also co-design programmes with the organisation and employees. We gather info on challenges, needs and what people would like to achieve from the work, and integrate this into the design, structure and methodology.
- This also means your team will have a sense of ownership about the work. Our programmes are about putting your people 1st – of course they should have serious input.
For individual work
- We provide a coaching info doc prior to a ‘chemistry’ meeting.
- This doc explains what coaching is (i.e. an investment in them), what to expect and also outlines how we operate, our ethics and values. Coaching must be by choice to be effective.
- The purpose of a ‘chemistry’ meeting is to make sure the right ingredients are there to have a positive reaction and create something new.
- Sometimes, employees decide coaching is not what they need right now – and that’s important to respect.
- The point of the info doc and chemistry meeting is so that they can make the most informed choice.
