June 4, 2026
The case for HR – honestly
Nick McClelland makes the case for HR by acknowledging the pressure the profession is under while arguing that capability and judgement, not process, are where HR's most important contribution lies next.
High impact one-to-one interventions
We support individuals at the centre of complex workplace issues – from leaders whose behaviour is creating risk, to those who’ve been negatively impacted. Our interventions prompt insight, restore trust, and reduce future harm, helping organisations move forward with confidence.
Restoring trust through one-to-one interventions
When something has gone wrong - or looks likely to - our one-to-one interventions can help prevent escalation, manage organisational risk, and support individuals to move forward.
Whether we’re working with the individual whose behaviour is under scrutiny, the person affected, or both, our approach is pragmatic, respectful and rooted in deep experience of workplace culture, law and conduct risk.
Tailored interventions for lasting impact
What we do
We deliver targeted, high-trust interventions that support behavioural change and resolution following - or in the shadow of - conflict. Often arising after investigations or complaints, our work typically focuses on:
- Supporting the individual whose behaviour has created concern (we call them the Actor)
- Providing independent, confidential support to the impacted person (the Receiver)
- Where appropriate, facilitating safe, future-focused dialogue between them
Supporting the impacted individual
Facilitated conversations
Integration with wider culture change
Independent, credible and trusted
Our one-to-one approach
Working with individuals who are seen as posing a behavioural or conduct risk requires credibility, empathy and clarity. Our experienced team builds trust quickly - often where it has broken down. We listen first, enabling individuals to share their perspective, reflect on the impact of their behaviour, and understand how to operate more safely and effectively in future.
Sessions are confidential and coaching-style in tone, with objectives agreed in advance. We report only on whether the aims have been achieved, not on what was said - unless something arises that we believe needs further attention. Participants consistently describe the experience as transformative - often prompting a shift in thinking or behaviour after just one session.
Ready to make a change?
Why clients trust us
Our one-to-one interventions are not therapy, traditional coaching or compliance training. They are purposeful, human-centred moments of clarity that support safety, insight and change - in ways internal teams often can’t.
If you’re managing a live situation or looking to mitigate future risk, speak to us about how we can help.
The latest thinking from the team
June 3, 2026
When the client is not always right: third-party harassment and the October 2026 duty
From October 2026, employers face new liability for third-party harassment under the Employment Rights Act. Helen Dallimore explores what the duty requires and why it is as much a question of culture as compliance.
April 30, 2026
Provision 29 and people risk: can your board declare your controls work?
Provision 29 requires boards to declare control effectiveness from Jan 2026. People risk - speak-up, harassment, conduct - counts. Most orgs lack the evidence. We can help.
Let’s get connected.
Our highly experienced team of workplace behaviour and wellbeing experts are here to help. Drop us a line for world class guidance and advice.
Other ways we help
We're at the heart of workplace people matters.
Mediation, investigations & conflict resolution
Helping to resolve workplace behaviour concerns with investigations, mediations and independent partnering.
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Workplace strategy consulting
Recommending the best HR and people strategies – from inclusion and wellbeing to instilling cultural change – expertly and with objectivity.
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