Workshops and leadership programmes
Turn entrepreneurial courage into organisational action
Founding Courage workshops help leadership teams move beyond inspiration. We use the ten principles from the book to examine a live business challenge, expose the barriers to progress and agree what the team will do differently over the next 90 days.
Who it is for
Ambitious leadership teams in medium and large organisations
Particularly when a new leader needs to create alignment, sharpen priorities or accelerate innovation.
Typical buyers
The conditions we work in
The work is designed for teams facing one or more of these
Innovation has stalled
Too many initiatives and too little focus
Decisions move slowly
The leadership team is not aligned
People wait for permission rather than taking ownership
The organisation has lost its entrepreneurial edge
How an engagement runs
Before, during, after
Before
Leadership team completes the Founding Courage Assessment.
During
The team applies selected principles to a live strategic, growth or culture challenge.
After
The team leaves with a shared diagnosis, priority actions, named owners and a 90-day plan.
Value proposition
Human-centred entrepreneurship
In the AI era every large business has access to the same tools. The advantage belongs to leaders willing to decide, and to change how their teams work, before all the evidence arrives. Courage is the mechanism. Business performance is the outcome.
Not a consultancy
We do not write the strategy for you. Your team makes the calls, in the room.
Applied, not theoretical
Every principle is worked against a live strategic, growth or culture challenge.
Built for stalled execution
The work exists because good ideas stall between agreement and action.
The ten exercises
What the team actually does in the room
Outputs
What you take away
Depending on the engagement, outputs may include:
Founding Courage team score
Leadership alignment map
Innovation blocker map
Strategic “no” list
Priority growth opportunities
Culture and behaviour commitments
90-day action plan
Formats
90-minute session, half-day workshop, full-day offsite or a multi-session programme
With follow-up, so the 90-day plan survives contact with the diary.
Outcomes
Be intentional about your culture to drive innovation. Do not be passive.
Culture is the sum of the behaviours a leadership team rewards, tolerates and discourages. Left unattended it defaults to caution. The work makes those choices explicit, then holds the team to them for 90 days.
Alumni
Teams that have done the work
Names to be supplied
We arrived with fourteen priorities and left with three
The session made it safe to say the thing everyone in the room had been avoiding.
Group marketing director, global consumer business, draft copy
Ninety days later the plan was still the plan
The follow-up is what stopped it becoming another offsite we all remember fondly.
Transformation director, financial services, draft copy
My team stopped waiting for me to give permission
That was the shift. Everything else followed from it.
Business unit leader, industrial group, draft copy