Upgrading how your people think, sell & lead.

• October 2026

  A HUGE shout out to the Scientific Affairs team BAT who came together for their ‘Momentum Session’ this week as part of their journey of building team performance.

  Pre-work helped everyone max out on the insights, learnings and take-aways to put into action this week and beyond!

  Read the full post

  When we first started working with this team, they were firmly in the ‘forming’ stages and now a little over 4 months later this team is building strong foundations to accelerate them into the ‘performance’ zone.

  Taking Danni’s desired outcomes combined with our knowledge of how to build high performing teams this programme has placed conscious human leadership at the heart of all it does.

  From promoting greater self-awareness, creating psychological safety for each other to bringing intention to building strong stakeholder relationships. We have covered a lot and this team have embraced it all.

  As we wrapped up, the realisation that to continue to build team performance requires time and practice which can be hard to find in a fast-paced workplace.

  🔐 The key is in finding even the smallest pockets of time to connect with each other, to share vulnerability, strengthen inter-personal connections.

  📈 The result? Richer discussions and debate, raising concerns sooner, sharing more meaningful feedback on what’s working and what isn’t it.

  We look forward to continuing on this journey of high performance with you all

  Special thanks to Danielle Tower for investing in her team from the get go.

• October 2026

  We all want feedback. Yet most of us feel awkward about giving it!

  A HUGE shout out to Assure UK for getting the team together for a workshop on feedback.

  The whole team embraced the opportunity to learn, grow and sharpen the saw!

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  Like so many teams we work with, they were:

  ✅ Hungry for feedback

  ✅ Keen to learn and grow

  ✅ Unsure whether it was their place to give it

  ✅ Worried they might offend someone

  That’s a tricky combination. We want to know how we’re doing, but we hesitate to give others the same opportunity.

  To change behaviour, the starting points is always same - BELIEFS

  We unpacked what was holding people back.

  The team bravely shared their fears and realised that many of them felt the same. There’s something comforting in knowing it’s not just you.

  Then we explored how different feedback could feel if we changed some of those beliefs and the language we use.

  💡 What if constructive feedback was a “steering wheel conversation”?

  - A conversation where you’re helping someone course correct.

  💡 What if positive feedback was an “accelerator conversation”?

  - Recognising what someone is doing well and encouraging more of it.

  Suddenly, that “awkward conversation” can feel like something useful you want to offer someone.

  Still a bit uncomfortable, perhaps, but with a clearer purpose.

  The team put an easy framework into practice to help them prepare for a steering wheel conversation.

  And they shared lots of accelerator feedback with each other too!

  So, what was the feedback on the feedback? 😉

  Across 26 people every agreed how it would help them in their role and beyond that, help this business achieve the ambitious BHAG it has set for itself!

  Big thanks to Gareth Burton, Laura Casserly and Bhavesh Patel for bringing us in.

  Big thanks also to the team for playing all in - especially when it felt uncomfortable!

  We hope you all enjoyed your game of padel in the afternoon! 🏓

  Looking forward to continuing the journey of high performance with you all 🫶🏻

• September 2026

  People often ask us what the ingredients of a high performing team are.

  We all want the hack. The tried and tested recipe we can follow.

  We do have a trusted recipe for team development, but we adjust the quantities with every team we work with.

  Read the full post

  There is of course a difference between a team recipe and one for a cake. Eggs and flour behave the same way every time. People do not.

  How a team comes together depends on what each person believes about themselves, about their colleagues and about teamwork.

  That’s why, as part of the Toxicology team performance journey, at BAT, we started by exploring those beliefs. How beliefs drive performance and also how they can inhibit and hold back individual performance.

  One participant shared “there were aspects covered in this session that I had never thought about before”.

  So true, how many of us actually stop to think about our thinking?

  Our workshops provide that space and facilitation to do exactly that.

  And yes we did cover:

  •⁠ ⁠how to give and receive feedback

  •⁠ ⁠how to create psychological safety for each other

  •⁠ ⁠how to show up and hold accountability – all widely agreed as key ingredients of team performance

  The Inner Leader difference is that every person left the workshop knowing what will help them translate those skills into everyday behaviours.

  “The session really made me think about myself, how I behave and where I can improve. Now I have a list of behaviours I can immediately put in action.”

  Special thanks to Maryam Eshrati, PhD, Marc Gunn and Harry Carpenter for championing this day for your respective teams. Thanks also to Summer Hanna, Jennifer Margham, Chloe Winnington, Colin Davies & Lorna Reynolds for your videos of being human - sharing where you've been above or below the line.

Everything we do works on three areas: Grow Your Inner Game, Build Epic Relationships and Elevate Your Impact. Read about our approach.