From strategy to sustained performance.
We partner end-to-end across HR consulting, leadership & people development, culture transformation & change, and ICF-approved coach training. We also design and host high-impact retreats & executive offsites that drive alignment, renewal, and deep learning.
Tailored to your context, evidence led, and measured against clear outcomes.
People & Performance, Unified
A single, coherent route from structure and skills to behaviours and results organisation design, culture and change, leadership and team coaching tracked through clear KPIs and benefits realisation.
HR Consulting
Organisational design • Workforce & capability • Talent & performance systems • Change enablement governed, measured, built to endure.
10,000+ OD hours • 500+ OD interventions • 15,000+ leaders & executives coached
Results We Drive
Strategy Execution System
Close the strategy execution gap.
- Outcome design: Translate strategy into 3–5 business outcomes with KPIs, baselines, and targets.
- OKRs/Scorecards: Cascade outcomes to teams; link to initiatives and budgets.
- Operating cadence: Monthly performance reviews, quarterly business reviews (QBRs), risk & dependency forums.
Deliverables: Outcome map • Portfolio & OKR set • RACI for delivery • Review pack templates.
Moves: On-time delivery, decision velocity, benefits realisation.
Target Operating Model & Organisation Design
Remove role ambiguity and speed decisions.
- TOM design: Value streams, functions, spans & layers, decision rights (RACI).
- Role & competency architecture: Clear accountabilities, career paths.
- Team agreements & ways of working: Handoffs, SLAs, meeting rhythms.
Deliverables: TOM blueprint • Org charts • Role/competency library • Decision rights playbook • Team agreement kit.
Moves: Faster decisions, less rework, higher throughput.
Workforce & Capability Build
Put the right skills where value is created.
- Capability framework & heatmap: Identify gaps by role/team.
- Workforce planning: Hiring, internal mobility, succession & bench strength.
- Capability academies: Targeted learning paths; manager enablement.
Deliverables: Capability model • Workforce plan • Succession map • Learning pathways • Manager toolkit.
Moves: Reduced time-to-productivity, stronger bench strength.
Talent & Performance Systems
Make performance systems drive behaviour.
- Values & competencies: Behaviour standards that matter.
- Performance redesign: OKR-linked reviews, feedback & coaching rhythms, rewards alignment.
- Careers & progression: Transparent pathways and criteria.
Deliverables: Performance framework • Feedback tools • Career architecture • Rewards alignment guidance.
Moves: Accountability, engagement, retention, quality.
Change Enablement & Adoption
Make change stick at scale.
- Case for change & sponsor alignment.
- Stakeholder plan, comms, and training.
- Adoption metrics: Usage, proficiency, sentiment; reinforcement & governance.
Deliverables: Change plan • Comms kit • Training assets • Adoption dashboard • Reinforcement plan.
Moves: Sustained adoption, lower change fatigue, realised benefits.
Leadership Enablement (Exec & Team Coaching)
Embed new ways of working through leaders.
- Executive & team coaching (incl. 360° feedback).
- Leader routines: Role-modelling, decision forums, performance dialogues.
Deliverables: 360° + debrief • Individual development plans • Leader routines pack.
Moves: Visible behaviour change, alignment, execution discipline.
People Analytics & Insight
Evidence with empathy.
- Pulses & engagement, capability heatmaps, turnover & retention analysis.
- Performance & productivity metrics with simple dashboards.
Deliverables: Metrics model • Dashboard • Insight briefs with actions.
Moves: Decisions based on data, faster course-correction.
Retreats & Executive Offsites
Accelerate alignment and renewal.
- Strategy & prioritisation sprints • Values→behaviours labs • Team trust & collaboration intensives.
Deliverables: Agenda & materials • Facilitation • Action plan & owners.
Moves: Clarity, commitment, momentum.
Core Capabilities
Organisational Design
Target operating model, structure, spans & layers, decision rights (RACI), governance, and ways of working to increase decision velocity and delivery reliability.
Workforce & Capability Planning
Workforce planning, role & competency architecture, succession & bench strength, learning pathways, manager enablement right people, right skills, right time.
Talent & Performance Systems
Values & competency frameworks, performance redesign (OKRs/scorecards), career paths, high-potential & succession processes accountability and growth built in.
Change Enablement
Case for change, stakeholder alignment, change communications, training, adoption metrics (usage, proficiency, outcomes), reinforcement & governance change people actually adopt.
Leadership Integration (add-on)
Executive & team coaching, 360° feedback, leader toolkits and role-modelling routines to embed new ways of working.
People Analytics & Insight
Pulses and engagement, capability heatmaps, turnover & retention analysis, performance & productivity metrics; evidence with empathy.
Our Approach (how we work)
- Discovery & Diagnostic: Interviews, data review, pulses/360°, baseline metrics.
- Co-Design & Roadmap: Outcomes, workstreams, owners, milestones, risks.
- Pilot & Scale: Prove in one unit, codify playbooks, then scale.
- Enablement: Leader routines, team agreements, comms & training.
- Measurement & Governance: Dashboards, cadences, course-correction make it stick.
Artefacts you receive per phase: diagnostic report & baseline; TOM & structure; role/competency architecture; change & communications plan; enablement toolkit; adoption & benefits dashboard.
Outcomes We Target (and measure)
- Decision velocity ↑ (lead-time to decision, cycle time)
- Delivery reliability & quality ↑ (on-time, first-time-right)
- Engagement ↑ and unwanted turnover ↓ (eNPS, retention)
- Time-to-productivity ↓ (new-hire/role ramp)
- Leadership effectiveness & bench strength ↑ (360° indices)
- Adoption (usage, proficiency, behaviour frequency) → benefits realisation
Deliverables
- Target operating model, structure & governance
- Role & competency architecture; decision rights (RACI)
- Workforce & capability plan; succession map; learning pathways
- Talent & performance framework; OKRs/scorecards; manager toolkit
- Change plan (stakeholder map, comms, training) and adoption dashboard
- Implementation roadmap with milestones, risks, benefits tracking
Engagement Models
- Sprint (4–6 weeks): Diagnostic → roadmap → quick wins
- Programme (3–6 months): Design + enablement + pilot
- Transformation (6–12 months): End-to-end with governance & metrics
Delivery: On-site, virtual, or hybrid.
We right-size for SMEs and large enterprises.
Selected Results (snapshots)
- Government Entity: Redesigned operating model → decision time −35%, service SLAs +18% in 6 months.
- Private Conglomerate: Performance redesign & manager enablement → quality +22%, unwanted turnover −28% in 9 months.
Scale-up: Capability build & team agreements → delivery reliability +31%, on-time launches +25%.
Why KTalk
- Outcome-led: KPIs defined up front; impact tracked.
- Adoption-first: We design for behaviour change, not shelfware.
- Evidence with empathy: Data-driven and human-centred.
- Context-tailored: No copy-paste playbooks.
- Capability transfer: Toolkits and routines that outlast the project.
- ICF ethics: Clear standards across coaching and enablement.
Leadership Development
Build leadership capability that moves the numbers.
Practice-rich programmes that blend assessment, coaching, and experiential learning to deepen self-awareness, strengthen collaboration, and accelerate execution designed for adoption and measured for business impact.
15,000+ leaders coached • 500+ leadership interventions • 360° feedback expertise • ICF aligned pathways
Who this is for
Executives, people managers, and emerging leaders in organisations that need faster decisions, reliable delivery, stronger engagement, and change that sticks across public, private, and non-profit sectors.
Business challenges we address
- Clarity & direction: Diffuse priorities; slow, inconsistent decisions
- Presence & influence: Messages don’t land; stakeholder misalignment
- Execution discipline: Weak follow-through; low accountability
- Leading change: Fatigue; low adoption of new ways of working
- Manager capability: First-line managers under-equipped
- Trust & collaboration: Limited psychological safety; unproductive conflict
- Cross-functional delivery: Unclear handoffs; bottlenecks
- Succession & bench strength: Critical roles without ready talent
Programme Architecture
Three modular tracks that can run standalone or as a combined academy.
1) Executive Impact (VP/C-suite)
Outcomes: Strategic clarity, decision velocity, stakeholder alignment, executive presence.
Format: 6–12 x 1:1 sessions (3–6 months) • 360° + stakeholder interviews • shadow/observed sessions (optional) • board-level communication labs.
2) People Manager Essentials
Outcomes: Performance dialogues, coaching skills, prioritisation, accountability, team execution.
Format: 8–12 workshops • practice labs & role-play • on-the-job experiments • peer coaching • manager toolkits.
3) Emerging Leaders / HiPo
Outcomes: Self-awareness, influence, enterprise thinking, leading change.
Format: cohort-based • simulations • action learning projects • mentoring • capstone.
Delivery: On-site, virtual, or hybrid • cohorts (12–24) with optional 1:1 coaching • retreats/offsites available.
Curriculum Catalogue (sample)
- Strategic Clarity & Prioritisation
- Decision Velocity & Operating Rhythm
- Executive Presence & Storytelling
- Influence & Stakeholder Alignment
- Coaching, Feedback & Difficult Conversations
- Psychological Safety & Constructive Conflict
- Leading Change & Adoption Metrics
- Team Agreements & Ways of Working
- Performance & Outcomes (OKRs/scorecards)
- Manager as Multiplier (enablement toolkit)
Methodology (how capability sticks)
Assess → Align → Apply → Anchor
- Assess: 360° feedback, role expectations, inventories, stakeholder interviews.
- Align: Outcomes, behaviours, success metrics; individual/team plans.
- Apply: Live practice labs, simulations, on-the-job experiments with coaching.
- Anchor: Leader routines, team agreements, operating cadence, reinforcements.
Measurement Framework
We measure at three levels (baseline → targets → re-measure at 90/180/360 days):
- Behaviour: Usage & proficiency, observed behaviours, 360° indices
- Team/process: Decision lead time, delivery reliability/quality, collaboration scores
- Business: Engagement ↑, unwanted turnover ↓, time-to-productivity ↓, throughput/OKRs ↑
Outputs: Impact dashboard • cohort analytics • behavioural KPIs • executive summary.
Deliverables (you keep)
- Individual Development Plan (IDP) & 90-day leadership plan
- 360° report + debrief; stakeholder influence map
- Leader toolkits: feedback & coaching guides; meeting/decision forums
- Team agreements & ways-of-working charter
- Action learning project with measurable outcomes
- Measurement pack: behaviour KPIs, programme analytics, impact summary
Integration & Enablement
- People systems: Align with performance/OKRs, talent, career paths
- Change enablement: Sponsor alignment, comms rehearsal, adoption metrics
- People analytics: Pulse surveys, capability heatmaps, retention analysis
- Tech stack: HRIS/LMS/OKR platforms and collaboration tools (we integrate with yours)
Governance & Quality Assurance
- Programme governance: Steering group, clear roles, RACI, risk log
- Quality controls: Facilitator standards, session observation, content versioning
- Data & privacy: NDA, least-privilege access, anonymised reporting, client infosec compliance
- Ethics: ICF-aligned coaching practice and code of ethics
DEI & Accessibility
Inclusive design by default: accessible materials, varied learning modes, psychological safety protocols, cultural sensitivity across regions.
Engagement models
- Sprint (6–8 weeks): Capability focus + quick wins
- Programme (3–6 months): Cohort learning + coaching + projects
- Academy (6–12 months): Multi-track curriculum, governance, metrics
- Retreats & Offsites: Alignment, renewal, deep practice
Selected Results (snapshots)
- Government entity: Executive coaching + decision forums → decision time −35%, SLA performance +18% (6 months)
- Conglomerate: Manager programme + performance dialogues → quality +22%, unwanted turnover −28% (9 months)
- Scale-up: Team labs + agreements → delivery reliability +31%, on-time launches +25%
Culture Transform
Hardwire behaviours. Institutionalise trust. Deliver performance that endures.
We turn values into daily habits so the right behaviours become the easy default across your organisation. Our work integrates diagnostics, leadership role-modelling, ways of working, and measurement & governance to build cultures that perform and sustain.
10,000+ OD hours • 500+ culture/change interventions • 15,000+ leaders coached
Who this is for
Organisations seeking faster, more reliable delivery, higher engagement and retention, and adoption of new ways of working at scale public, private, and non-profit.
Business outcomes we target (and measure)
- Decision velocity ↑ and delivery reliability/quality ↑
- Trust & psychological safety ↑; constructive conflict normalised
- Cross-functional collaboration ↑; rework and handoff friction ↓
- Engagement ↑; unwanted turnover ↓
- Adoption of new practices ↑ (usage, proficiency, frequency) → benefits realised
The Operating System for Culture
Diagnose → Codify → Embed → Measure & Govern
1) Diagnose (evidence first)
Interviews, pulse surveys, work observation, sentiment/safety check, and delivery/quality data to baseline what’s helping or hindering performance.
Outputs: Culture heatmap • Behaviour obstacles/enablers • Priority hypotheses.
2) Codify (values → behaviours)
Select the vital few non-negotiable behaviours per role/context; translate them into team agreements, decision rights, and leader routines.
Outputs: Culture Playbook • Behaviours by role • “Do/Don’t” examples • Decision & conflict norms.
3) Embed (make the default obvious)
- Leadership role-modelling: Decision forums, performance dialogues, recognition “moments”.
- Ways of working: Operating rhythms, handoffs/SLAs, meeting hygiene, escalation paths.
- Manager enablement: Micro-skills, labs, on-the-job experiments with feedback.
- Signals: Incentives, recognition, and rituals aligned to the target behaviours.
- Outputs: Leader Routines Pack • Team Agreements Kit • Manager Toolkit • Comms & nudges.
4) Measure & Govern (make it stick)
Behaviour scorecards, adoption dashboards (usage, proficiency, frequency), safety/sentiment, and links to delivery/quality. Monthly/quarterly cadences with clear owners and thresholds.
Outputs: Adoption dashboard • Governance model (cadences/RACI) • Course-correction plan.
Core Workstreams
- Values → Behaviours Mapping the non-negotiables that drive performance.
- Leadership Role-Modelling equips leaders to signal, model, and reward.
- Ways of Working team agreements on decision rights, cadence, and handoffs.
- Psychological Safety & Constructive Conflict protocols that enable challenge and learning.
- Incentives, Recognition & Rituals align systems so signals match intent.
- Culture Communications simple, memorable narratives and artefacts → action.
- Measurement & Governance adoption metrics, sentiment, delivery/quality link.
- People Analytics pulses, culture heatmaps, retention and productivity insights.
- Retreats & Executive Offsites alignment and momentum for leaders and teams.
Culture Maturity Model (where you are → where we take you)
- Level 1: Ad-hoc: Values are posters; behaviours vary by team; decisions are slow.
- Level 2: Defined: Behaviours named but inconsistently used; safety varies.
- Level 3: Embedded: Agreements in place; leaders model; adoption measured.
- Level 4: Institutionalised: Behaviours hardwired into rituals, incentives, hiring and progression; performance uplift is visible.
Measurement Architecture
We track three layers (baseline → targets → 90/180/360-day re-measures):
- Behaviour: Usage/proficiency of target behaviours; observed frequency; 360° indices.
- Team/process: Decision lead time; delivery reliability/quality; collaboration scores.
- Business: Engagement ↑, unwanted turnover ↓, time-to-productivity ↓, throughput/OKRs ↑.
Deliverables: Impact dashboard • Executive summary • Recommendations for next cycle.
Governance Model
- Roles: Executive Sponsor • Culture Council • BU/Function Leads • HRBPs • Change Agents.
- Cadences: Monthly adoption reviews; quarterly business reviews with culture KPIs.
- Controls: RACI for decisions; risk/issue log; escalation routes; data privacy standards.
Sample 6-month engagement (illustrative)
- Weeks 1–4: Diagnose: Interviews, pulses, observation, baseline metrics.
- Weeks 5–8: Codify: Behaviours by role; team agreements; leader routines; comms.
- Weeks 9–16: Embed (pilots): Leader labs, manager enablement, rituals/recognition, on-the-job experiments; start dashboard.
- Weeks 17–24: Scale & Govern: Extend to additional teams; monthly adoption reviews; benefits tracking; course-correct.
Tangible Deliverables (you keep)
- Culture Diagnostic Report (heatmaps, insights, priorities)
- Culture Playbook (values → behaviours, examples, “do/don’t”)
- Leader Routines Pack (decision forums, dialogues, recognition templates)
- Team Agreements Kit (decision rights, cadence, meeting codes, conflict norms)
- Enablement Assets (micro-skills, practice labs, manager guides)
- Communications Toolkit (narrative, slides, posters, nudges, talking points)
- Adoption Dashboard (behaviour KPIs, safety pulse, sentiment, delivery/quality link)
- Governance Model (cadences, RACI, thresholds, course-correction plan)
Risks We Manage (and how)
- Change fatigue: Scope discipline; visible quick wins; leader modelling first.
- Mixed signals: Align recognition and progression to behaviours; retire conflicting practices.
- Local variance: Minimum standards + local tailoring; federated champions network.
- Momentum loss: Clear cadences; owners with targets; dashboard transparency.
Integration & Compliance
- Systems: HRIS/LMS/OKR tools, collaboration platforms, recognition systems (we integrate; no forced tooling).
- Privacy: NDA, least-privilege access, anonymised reporting, client infosec alignment.
- DEI & accessibility: Inclusive materials, multi-modal learning, regional sensitivity, psychological safety by design.
Selected Results (snapshots)
- Government entity: Role-modelling + team agreements → decision time −30%, SLA adherence +15% in 6 months.
- Regional bank: Recognition redesign + behaviour scorecard → engagement +12 pts, unwanted turnover −22% in 9 months.
- Tech scale-up: Values→behaviours + ways of working → delivery reliability +28%, on-time releases +21%.
Change Management
Lead change people actually ADOPT.
End-to-end execution from strategy through benefits realisation aligning sponsors, enabling teams, and measuring adoption so new ways of working stick.
500+ change/culture interventions • 15,000+ leaders coached • 10,000+ OD hours
Who this is for
Organisations delivering complex change operating-model shifts, digital/ERP rollouts, regulatory programmes, mergers, or culture and ways-of-working transformation who need faster adoption, less disruption, and value realised on time.
Business Challenges We Address
- Low or slow adoption: Go-lives without usage or proficiency; reversion to old behaviours.
- Sponsor & stakeholder misalignment: Unclear roles, mixed signals, slow decisions.
- Readiness gaps: Impacts not understood; late or generic training.
- Comms noise: Messages inform but don’t drive action.
- Benefits drift: Eeak traceability from change to KPIs; no ownership post go-live.
- Post-go-live dip: No hypercare, no reinforcement, fragmented feedback.
Our Operating Model
Discover → Design → Deliver → Adopt → Sustain
Discover (evidence first)
Readiness & impact assessment, stakeholder mapping, risk heatmap, baseline of usage/proficiency/sentiment and performance metrics (throughput, quality, CX, cost).
Outputs: Change case & outcomes, stakeholder map, impact log, baseline dashboard.
- Design (make adoption inevitable)
Define what “adopted” means by role/process. Build segmented comms and role-based learning journeys. Stand up governance (SteerCo cadence, decision forums, RAID) and a benefits profile with owners.
Outputs: Adoption definition, comms & learning blueprint, governance plan, benefits register.
- Deliver (enable & mobilise)
Mobilise change network and local champions. Launch comms “moments that matter.” Run enablement: just-in-time micro-learning, job aids, floor-walking, manager coaching. Pilot where useful.
Outputs: Content calendar, manager kits, curricula & job aids, champion playbook, pilot report.
- Adopt (track, fix, reinforce)
Cutover & hypercare with a command centre and incident triage. Track usage, proficiency, frequency and sentiment; remove friction; recognise early wins; adjust.
Outputs: Live adoption dashboard, hypercare runbook, issue log & fixes, recognition plan.
- Sustain (govern benefits)
Embed leader routines and manager dialogues; align incentives & rituals; quarterly health-checks; tighten controls until adoption stabilises. Transition ownership to BAU.
Outputs: Reinforcement plan, benefits realisation tracker, sustainment playbook, handover pack.
Core Workstreams (what we deliver)
- Case for Change & Sponsorship: Narrative linked to outcomes; sponsor visibility & coaching; decision rights/RACI.
- Stakeholder, Impact & Readiness: Impacts by role/process; readiness pulses; mitigations.
- Communications that drive action: Segmented messaging; “why/ what/ when/ how”; two-way channels; visual assets.
- Enablement & Training: Role-based paths; micro-learning; simulations; job aids; floor-walking; manager enablement.
- Change Network: Champions recruited, briefed, and measured; localise examples; surface signals.
- Adoption & Benefits Measurement: Define adopted, build dashboards; track behaviour and value (usage, proficiency, KPIs).
- Cutover, Hypercare & Reinforcement: Command centre; SLAs; issue triage; reinforcement mechanisms.
- Governance & Risk: SteerCo cadence, RAID, compliance/privacy alignment, audit trail.
Outcomes We Target (and measure)
- Adoption ↑ (usage, proficiency, behaviour frequency by role)
- Benefits realised ↑ (cycle time, quality, cost, CX, throughput, revenue enablement)
- Disruption ↓ (incident rate, rework, productivity dip)
- Decision speed & role clarity ↑ (sponsor/stakeholder alignment)
- Manager capability ↑ (coaching, performance dialogues)
- Readiness & sentiment ↑ (confidence, psychological safety)
Cadence: Baseline → targets → re-measure at 30/60/90/180 days post go-live (plus pre-go-live gates).
Measurement Architecture
- Leading indicators: Training completion & assessed proficiency; change network activity; comms reach & engagement.
- Behavioural KPIs: Task completion in the new system/process; meeting new handoff/SLAs; policy adherence.
- Performance KPIs: Decision lead time, delivery reliability, first-time-right, queue age, NPS/CSAT, unit cost.
- Benefits profile: Owner, baseline, target, method, timing, and verification.
You receive a live executive dashboard and benefits tracker with clear ownership.
Governance Model
- Roles: Executive Sponsor • Programme Director • Change Lead • Workstream Leads • HR/L&D • Change Champions.
- Cadences: Weekly delivery stand-ups; monthly adoption reviews; quarterly benefits reviews.
- Controls: RACI, decision log, risk thresholds, privacy/compliance checks, hypercare exit criteria.
Tangible Deliverables (you keep)
- Case for Change & sponsor pack
- Stakeholder map, impact & readiness assessments
- Communications strategy, content calendar, manager/FAQ kits, visual assets
- Learning strategy, curricula, simulations, job aids & quick-reference guides
- Change network charter & playbook
- Adoption/benefits dashboards (usage, proficiency, sentiment, KPIs)
- Cutover plan & hypercare runbook; command-centre operating procedures
- Reinforcement plan (recognition, incentives, rituals)
- Governance artefacts: SteerCo pack, RACI, RAID, decision log
Example 16-week Programme (illustrative)
- Weeks 1–2: Discover impacts, risks, baseline; sponsor alignment, narrative v1
- Weeks 3–6: Design adoption definition; comms & learning journeys; change network live; readiness pulse #1
- Weeks 7–10: Deliver training rollout; manager enablement; pilots; readiness pulse #2
- Weeks 11–12: Cutover command centre; comms bursts; adoption dashboard live
- Weeks 13–14 (Go-live): Hypercare daily stand-ups; issue triage; fixes; recognition
- Weeks 15–16: Sustain reinforcement; benefits tracker; lessons learned; handover to BAU
(Scale to multi-release roadmaps for large programmes.)
Risks We Manage (and how)
- Change fatigue → staged scope, quick wins, sponsor visibility first.
- Mixed signals → align recognition/progression; retire conflicting practices.
- Local variance → minimum standards + local tailoring; champions network.
- Momentum loss → transparent dashboards; clear owners & thresholds; regular reviews.
Integration & Compliance
- Systems: OKR/performance platforms, HRIS/LMS, ITSM, analytics/BI, collaboration tools (we integrate no forced tooling).
- Privacy & security: NDA, least-privilege access, anonymised reporting; alignment to your infosec and regulatory standards.
- DEI & accessibility: Inclusive materials; multi-modal learning; regional and cultural sensitivity.
Selected Results (snapshots)
- ERP rollout (manufacturing): Role-based learning + hypercare → time-to-productivity −25%, order accuracy +18% in 90 days.
- Policy/process (public sector): Sponsor visibility + manager dialogues → adoption 86% by day 60; service SLAs +14%.
- Digital platform (financial services): Change network + “moments that matter” comms → active usage +31%, tickets −22% in 8 weeks.
Executive and Leadership Coaching
Build leaders who move the numbers.
One-to-one executive coaching and leadership pathways that turn insight into performance, clarity, influence, and execution, ICF-aligned, practice-rich, and measured for business impact.
15,000+ leaders & executives coached • 500+ leadership interventions • 360° feedback expertise • MCC-credentialled mentor coaches
Who this is for
Executives, people managers, and emerging leaders who must decide faster, align stakeholders, lead change, and deliver results across public, private, and non-profit sectors.
Business Challenges We Address
- Strategic clarity: Diffuse priorities; unclear trade-offs
- Decision velocity: Slow cycles; over-escalation
- Presence & influence: Messages don’t land; limited stakeholder buy-in
- Execution discipline: Weak follow-through; low accountability
- Leading change: Resistance; initiative fatigue; adoption gaps
- Crucial conversations: Conflict avoidance or unproductive tension
- Team effectiveness: Misaligned ways of working; low trust
- Role transitions: New mandate; first 90 days; promotion/board readiness
Coaching Solutions
1) Executive Coaching (1:1)
Outcomes: Strategic clarity, decision speed, stakeholder alignment, executive presence.
Format: 6–12 sessions over 3–6 months • 60–90 mins each • between-session support.
Components: 360° or stakeholder interviews • impact goals • action sprints • observed meetings (optional) • sponsor check-ins.
2) Leadership Coaching Pods (small-group)
Outcomes: Shared language, peer accountability, faster adoption.
Format: Pods of 4–6 leaders • monthly labs • real-play with feedback • peer coaching.
3) Shadow Coaching & Observed Practice
Live observation of key meetings/presentations with real-time feedback on influence, framing, and decision facilitation.
Deliverables: Annotated feedback, targeted drills, meeting/decision playbooks.
4) 360° Feedback & Debrief
Vendor-agnostic 360° (or interview-based) with evidence-led debrief and a 90-day plan tied to behaviour and business outcomes.
5) Transition & 90-Day Plan
For new roles or expanded scope: Mandate clarification, stakeholder map, early-win plan, operating rhythm, and risk mitigation.
6) Board & Investor Readiness
Executive narrative, high-stakes communication, Q&A handling, and room dynamics-rehearsals with video feedback.
7) Team Integration (optional)
Blend team coaching and leader routines to codify ways of working, decision rights, and performance dialogues.
Methodology (how capability sticks)
Assess → Align → Apply → Anchor
- Assess: 360°/interviews, role expectations, baseline metrics.
- Align: Outcomes, behaviours, and success measures; sponsor involvement.
- Apply: Live practice, real-work sprints, shadow coaching, feedback loops.
- Anchor: Leader routines, team agreements, operating cadence, reinforcement.
Outcomes We Target (and measure)
- Decision velocity ↑ (lead-time to decision)
- Stakeholder alignment ↑ (agreement rate, fewer escalations)
- Executive presence & influence ↑ (360° indices, board feedback)
- Team delivery reliability & quality ↑ (on-time, first-time-right)
- Engagement ↑ & unwanted turnover ↓ (eNPS, retention)
- Adoption of new ways of working ↑ (usage, proficiency, behaviour frequency)
Measurement cadence: Baseline → targets → re-measure at 90/180/360 days. You receive an impact dashboard and executive summary.
What You Get (tangible deliverables)
- 360° report + debrief (or interview-based insight pack)
- Individual Development Plan (IDP) & 90-day leadership plan
- Stakeholder influence map & communication strategy
- Leader toolkits: Feedback/coaching guides, meeting & decision forums
- Observed-practice reports with targeted drills (where used)
- Impact dashboard: Behaviour KPIs, cohort analytics (if pods), business metrics summary
Example 12-week executive coaching arc (illustrative)
- Weeks 1–2: Discovery, 360°/interviews, impact goals, sponsor alignment
- Weeks 3–4: Strategic clarity & narrative; stakeholder map; early-win plan
- Weeks 5–6: Decision velocity & operating rhythm; crucial conversations
- Weeks 7–8: Influence & presence; high-stakes rehearsal; observed meeting
- Weeks 9–10: Leading change; adoption metrics; manager enablement
- Weeks 11–12: Consolidate routines; measure progress; next-90-day plan + sponsor review
Engagement Models
- Sprint (6–8 weeks): Targeted goals + quick wins
- Programme (3–6 months): Full arc with measured outcomes
- Executive Retainer (6–12 months): On-call coaching, shadow sessions, board prep
- Pods/Academy: Multi-leader cohorts with shared curriculum and metrics
Delivery: On-site, virtual, or hybrid. UK/EMEA time-zones; global on request.
Integration & Enablement
- Align with performance/OKR cycles, talent processes, and career paths
- Plug into your HRIS/LMS/collaboration stack (no forced tooling)
- Optional link to team coaching and change enablement for adoption at scale
Selected Results (snapshots)
- Government entity: Executive coaching + decision forums → decision time −35%, SLA performance +18% in 6 months.
- Conglomerate (BU head): Stakeholder alignment + presence coaching → deal cycle −22%, cross-functional escalations −40%.
- Scale-up (VP Product): Narrative + operating rhythm → on-time releases +25%, team engagement +11 pts in 4 months.
Team Coaching
From group to team. Align purpose. Deliver reliably.
Practice-rich team coaching that turns clarity into collaboration and collaboration into consistent delivery. We combine diagnostics, facilitated labs, and on-the-job experiments so new ways of working stick and move the numbers.
Proof points: 10,000+ OD hours • 500+ interventions • 15,000+ leaders coached
Who this is for
Cross-functional squads, leadership teams, programme teams, and intact functions that need faster decisions, cleaner handoffs, and dependable delivery on-site, hybrid, or fully remote.
Business Challenges We Address
- Group ≠ team: Unclear purpose; competing priorities.
- Decision drag: Slow choices, over-escalation, meeting sprawl.
- Messy handoffs: Inconsistent ways of working; rework.
- Low safety / high politeness: Issues surface late; limited challenge.
- Ownership fog: Roles and accountabilities not crisp.
- Cross-team friction: Dependencies unmanaged; bottlenecks persist.
Outcomes We Target (and measure)
- Decision velocity ↑ (lead-time to decision)
- Delivery reliability & quality ↑ (on-time, first-time-right)
- Throughput ↑ & rework ↓ (cycle time, queue age)
- Psychological safety & constructive conflict ↑
- Priority & role clarity ↑; escalations ↓
- Engagement ↑; unwanted turnover ↓
Cadence: Baseline → targets → re-measure at 60/90/180 days with a team dashboard.
Programme Architecture (modules)
1) Team Diagnostic & 360°
Baseline the team on purpose, priorities, safety, decision speed, handoffs, role clarity, delivery. Includes stakeholder interviews.
2) Team Charter
Agree purpose, outcomes, scope, interfaces, success measures the north star for decisions and trade-offs.
3) Decision Rights & RACI
Who decides what, where escalation goes, and how to keep decisions moving.
4) Operating Rhythm
Cadences for planning, stand-ups, reviews, retros, and QBRs meeting aims, inputs/outputs, and owner roles.
5) Ways of Working
Handoffs/SLAs, meeting hygiene, async rules, documentation standards, and tooling agreements.
6) Psychological Safety & Constructive Conflict
Protocols to debate well: challenge, decide, commit. Real-play with feedback.
7) Leader Routines
Performance dialogues, recognition moments, decision forums role-modelling the behaviours you want.
8) On-the-Job Experiments
Short sprints to test new practices on real work; review, refine, scale.
9) Scorecards / OKRs
Move from activity to outcomes; clear ownership and visibility.
Methodology (how capability sticks)
Diagnose → Align → Apply → Anchor
- Diagnose: Survey/360°, interviews, delivery data; set baselines.
- Align: Co-create charter, outcomes, ways of working; confirm decision rights.
- Apply: Labs + real-work experiments; coached practice; feedback with data.
- Anchor: Leader routines, operating rhythm, recognition; measurement & governance.
Measurement Framework
- Leading indicators: Participation, practice completion, experiment cadence.
- Behavioural KPIs: Decision forum usage, adherence to handoffs/SLAs, meeting code compliance, conflict norms followed.
- Performance KPIs: Decision lead-time, on-time/first-time-right, cycle time, queue age, cross-team escalation rate, team eNPS.
Deliverables: Live team dashboard + before/after impact summary.
What You Get (tangible deliverables)
- Team Diagnostic Report & dashboard (safety, clarity, decision, delivery)
- Team Charter (purpose, outcomes, interfaces, measures)
- Decision Rights / RACI & Operating Rhythm playbook
- Ways-of-Working Kit (handoffs/SLAs, meeting codes, async rules, templates)
- Leader Routines Pack (performance dialogues, recognition moments)
- Experiment Backlog with owners and success criteria
- Impact Summary with next-90-day plan and named owners
Example 12-week arc (illustrative)
- Weeks 1–2: Diagnostic & interviews; baseline metrics
- Week 3: Charter & outcomes lab; decision rights; operating rhythm
- Weeks 4–5: Ways-of-working labs (handoffs, meetings, async, tooling)
- Weeks 6–7: Safety & conflict workshop; real-play; feedback loops
- Weeks 8–10: On-the-job experiments; leader routines; mid-point pulse
- Weeks 11–12: Re-measure; impact review; next-90-day plan & owners
Scale to multi-team programmes with a shared architecture and local tailoring.
Integration & Enablement
- Aligns with your OKRs/scorecards, performance rhythms, and delivery tools (Jira/Asana/Planner).
- Works with your collaboration stack (M365/Google/Slack) and HRIS/LMS.
- Optional link to Executive Coaching or Change Management for adoption at scale.
Governance & Quality Assurance
- Roles: Team Lead, Product/Project Owner, Coach/Facilitator, HRBP/L&D, Sponsor.
- Cadences: Fortnightly working sessions; monthly adoption reviews; 90-day impact review.
- QA: Facilitator standards, session observation (with consent), content versioning.
- Privacy: NDA, least-privilege access, anonymised diagnostics.
Risks We Manage (and how)
- Change fatigue → tight scope, visible quick wins, leader role-modelling first.
- Mixed signals → align recognition/progression with new behaviours; retire conflicting practices.
- Local variance → minimum standards + local tailoring; cross-team forums to keep interfaces clean.
- Momentum loss → transparent dashboard, named owners, clear thresholds, scheduled reviews.
Selected Results (snapshots)
- Gov’t programme team: charter + decision forums → decision time −32%, SLA adherence +14% in 12 weeks.
- Financial services tribe: Ways-of-working + safety/conflict → delivery reliability +27%, rework −19% in 3 months.
- Tech scale-up squad: Operating rhythm + experiment backlog → on-time releases +22%, cycle time −15%.
career Coaching
Clarify direction. Build capability. Win the next role.
Targeted 1:1 coaching that turns insight into action from career clarity and skills mapping to, interview mastery, and offer negotiation measured by interviews, offers, promotions, and a strong first 90 days.
Proof points: 15,000+ leaders & professionals coached • 500+ leadership/career interventions • 360° feedback expertise
Who this is for
Professionals and leaders seeking to pivot, progress, or re-enter the market managers, senior leaders, functional specialists, and cross-industry movers who need clarity, confidence, and concrete results.
Business & Personal Outcomes (measured)
- Direction clarity ↑ target roles, decision criteria, skills gap plan
- Market traction ↑ response rate, warm introductions, interviews scheduled
- Interview performance ↑ pass-through to final rounds, offer rate
- Role level & compensation ↑ scope elevation, package improvement
- Ramp speed ↑ irst-90-day wins, stakeholder confidence
Funnel we track: outreach → responses → screens → interviews → finals → offers → acceptance → first-90-day milestones.
Path Architecture
1) Career Clarity & Roadmap
Outcomes: values & strengths articulated; role targets and pivot pathways selected.
Technical elements: strengths inventory; competency/skills heatmap against target roles; gap plan with learning sprints; 12-week roadmap.
2) Interview Mastery (Behavioural/Case/Panel)
Outcomes: confident, structured answers that land.
Technical elements: question bank by competency; story bank aligned to role criteria; timed drills; panel dynamics; case/technical frameworks; video feedback and rubrics.
3) Offers & Negotiation
Outcomes: Improved total package and fit.
Technical elements: compensation and non-cash levers; comparables preparation; BATNA framing; negotiation scripts; decision matrix.
4) Transitions & First 90 Days
Outcomes: Early wins and credibility.
Technical elements: mandate clarification; stakeholder map; 30-60-90 plan; operating rhythm; risk log; success metrics.
(Modules can run stand-alone or as a full pathway. Executive variant adds board-level communication and high-stakes rehearsal.)
Methodology (how results stick)
Assess → Align → Apply → Anchor
- Assess: Strengths/values, role criteria, CV/LinkedIn review, market scan, optional 360°/interviews.
- Align: Outcomes & KPIs (responses, interviews, offer rate, time-to-offer); weekly actions; review cadence.
- Apply: Live practice—stories, cases, negotiation; targeted outreach; on-role simulations; observable drills.
- Anchor: Repeatable habits (pipeline rhythm, outreach scripts, interview debriefs) and a first-90-day plan.
Measurement Framework
We baseline, set targets, and re-measure at 30/60/90 days (or 90/180/360 for executive retainers):
Leading indicators
- Weekly actions completed (outreach, applications, practice blocks)
- Pipeline health (warm intros, scheduled interviews)
Behavioural Indicators
- Story bank coverage vs role criteria; interview drill scores; networking cadence adherence
Performance indicators
- Response % • Screen→Interview % • Interview→Offer % • Time-to-offer • Offer quality uplift • First-90-day milestones achieved
Deliverables: Concise progress dashboard + executive summary linking activity → capability → outcomes.
What You Get (tangible deliverables)
- Career Clarity Pack strengths, values, role criteria, target list
- Skills/Competency Heatmap gaps and learning sprints
- Achievement Story Bank STAR/CAR, mapped to competencies
- Interview Playbook question map, drills, panel/case prep, video feedback
- Offer & Negotiation Kit levers, comparables, scripts
- 90-Day Plan stakeholders, early wins, operating rhythm
- Progress Dashboard weekly pipeline and conversion metrics
Example 8–12 week arc (illustrative)
- Weeks 1–2: Clarity sprint (targets, metrics) • CV/LinkedIn v1 • story bank setup
- Weeks 3–4: Outreach cadence live • warm intros • behavioural drills with feedback
- Weeks 5–6: Panel/case practice • video review • refine narratives per role family
- Weeks 7–8: Negotiation rehearsal • offer decision matrix • first-90-day plan
- Weeks 9–12 (optional): Executive presence, stakeholder influence, board prep
Governance, Quality & Privacy
- Coach standards: ICF-aligned; MCC/PCC-credentialled coaches available; supervision and periodic observation (with consent)
- Data: NDA; least-privilege access; encrypted storage; individual data not shared beyond agreed summary metrics
- Boundaries: Coaching ≠ therapy; we focus on goals, behaviour, and performance (referrals provided if needed)
Risks & Mitigations
- Low market response: Sharpen value narrative; adjust targets; increase warm intro mix
- Interview stall at final rounds: Targeted drills on gaps; add stakeholder rehearsal; refine examples
- Time constraints: Micro-sprints (30–45 mins); prioritised actions; momentum check-ins
- Confidence dips: Structured wins; rehearsal loops; peer/accountability options
Coach Training and Mentoring
From practice to mastery.
A rigorous, practice-rich pathway that builds advanced coaching capability, hardwires ethical excellence, and turns learning into measurable client impact through live skills labs, observed coaching with feedback, and mentor coaching.
Proof strip (optional): 500+ coaches trained • MCC/PCC-credentialled faculty • 90%+ completion rate
Who this is for
Aspiring and practising coaches, HR/L&D leaders, and internal coaches who want a recognised credential, a clear route to ACC/PCC/MCC, and confidence to coach in real business contexts.
What You’ll Learn (competency-based curriculum)
- ICF Core Competencies, applied coaching agreement, presence, active listening, evoking awareness, facilitating growth.
- Contracting & ethics boundaries, consent, confidentiality, data handling aligned to ICF Code of Ethics.
- Methods & depth questioning that surfaces insight, reframing, experimentation, accountability loops.
- Systemic context coaching leaders, teams, transitions, and change (with business impact in view).
- Observed practice real-play and client sessions with time-stamped feedback against the ICF rubric.
- Evidence of impact how to define outcomes, capture client results, and write credible case summaries.
Practicum (real-world application)
- Client hours: Tracked via a standardised coaching log (templates provided)
- Supervision/mentor notes: Development themes and next practices
- Performance rehearsal: Recorded sessions scored to ACC/PCC/MCC level so you know what “meets” looks like
Outcomes We Target (and measure)
- Competency growth ↑ (rubric scores over time)
- Coaching hours ↑ (log quality and diversity)
- Client impact ↑ (goal attainment, retention, referrals)
- Credential readiness all documents in order; clear next steps and timing
Evidence pack you keep: Competency score trajectory • mentor summaries • selected transcripts/excerpts • client outcome notes (anonymised).
Faculty & Quality Assurance
- Faculty: MCC/PCC-Assessor credentialed coaches with supervision experience
- QA: Session observation (with consent), calibration of assessors, content versioning
- Ethics: Strict adherence to ICF Code of Ethics and your institutional policies
Delivery & Schedule
- Formats: Live online, on-site intensives, or hybrid cohorts
- Cohort size: Small groups for high practice density
- Languages: English and Arabic (others on request)
- Schedules: Weekday evenings or weekend blocks
Why KTalk
Expertise & Experience
Decades of combined practice across HR, leadership, culture, and change delivering measurable outcomes for public and private clients.
Tailored to Your Context
No templates. We diagnose first, then design solutions that fit your strategy, operating model, and culture.
Comprehensive Services
All-in-one people capability: strategy, org design, leadership, culture & change, coaching, certification, and offsites.
People-Centric, Performance-Led
We hardwire behaviours and enable leaders so engagement rises, retention improves, and delivery reliability increases.
Proven Track Record
Clear baselines, targets, and dashboards. We track adoption, quality, cycle time, engagement, and benefits realisation to show progress not activity.
Commercially Sensible
Flexible scopes and value-focused pricing for SMEs through to complex enterprises.
KTalk & OTC Code of Honour and Conduct
KTalk and OTC operate under a shared Organic Code of Honour and Conduct covering founders, faculty, associates, and employees, and we recommend it to learners and clients. We fully subscribe to the ICF Code of Ethics and uphold the following principles:
In addition to fully subscribing to the Ethical Code of the International Coach Federation, we adhere to our own organic guidelines:
Confidentiality
KTalk and OTC coaches treat all client information including the existence of the relationship as confidential, unless explicit written permission is given or disclosure is required by law or to prevent risk of harm. For corporate work, sponsor reporting is aggregated/ anonymised; individual coaching content is never shared.
Legality & Compliance
KTalk and OTC coaches comply with applicable local and international laws and do not participate in or conceal illegal acts. We honour client information-security and policy requirements.
Commissions & Fees
KTalk and OTC coaches do not request commissions based on results. We may accept value-based or outcome-linked commercial models when appropriate and fully disclosed. Any referral fees or conflicts are declared in advance.
Corporate Confidentiality
KTalk and OTC coaches maintain strict confidentiality with respect to individual employees of corporate clients, and this is to be clearly mentioned in contractual agreements.
Corporate Confidentiality
KTalk and OTC maintain strict confidentiality for individuals within corporate engagements. Sponsors receive updates on agreed outcomes only; personal content remains private. These boundaries are explicit in contracts.
Client Potential & Fit
KTalk and OTC work with clients whose growth capacity we can responsibly support. Where services are not appropriate, we refer or decline.
Presence & Commitment
KTalk and OTC coaches are fully present, manage their own mindset and biases, and maintain professional boundaries to serve the client’s development, learning and growth.
Respect, Inclusion & Dignity
KTalk and OTC treat all clients, colleagues, and partners with respect and do not discriminate on any protected characteristic.
Client Partnership
KTalk and OTC coaches view their corporate and individual clients as partners; they co-create a dialogue to agree on the client’s agenda and explore the bigger picture while focusing on the client’s individuation, flow, and balance.
Client Empowerment
KTalk and OTC trust clients’ creativity and capacity to find their own answers. We evoke awareness and enable ownership rather than create dependency.
Data Privacy & Security
KTalk and OTC operate under NDA; use least-privilege access; store data encrypted; and follow clear retention & deletion timelines. Recordings (for training/assessment) occur only with consent and are destroyed on schedule or on request.
Supervision & Continuous Development
KTalk and OTC coaches engage in ongoing supervision/mentoring, reflective practice, and CPD to sustain quality and ethics.
Conflicts of Interest
KTalk and OTC disclose, manage, or avoid conflicts. We step aside if neutrality cannot be maintained.
Safeguarding & Duty of Care
KTalk and OTC act promptly if a risk of harm is identified—pausing coaching, signposting support, and following legal/organisational protocols.
Get in Touch Today
Ready to turn strategy into sustained results?
Connect with KTalk & OTC experts to explore your goals and context. We’ll define outcomes, measures, and a practical path to adoption.
