Leadership Solutions

Transforming workplaces

Frequently Asked Questions

• What makes qpeople’s leadership development different?

  We focus on the real work of leadership, not abstract theory. Our programmes are built around the challenges your leaders are already facing—helping them think more clearly, act more decisively and lead more effectively in context.


  Our engaging and experienced facilitators create space for honest conversation and balance support with challenge. We love to include experiential learning exercises that result is practical development that sticks and translates directly into performance.

• How do you tailor programmes to our organisation?

  We start by understanding what matters – your strategy, your culture, vision, mission and values. We like to talk to both potential attendees and line managers to explore challenges and hoped for outcomes. It’s helpful to gain a contextual understanding of how current leadership challenges impact performance and teams.

  The insight we gain shapes everything. From the language we use to the scenarios we explore, the experience is designed to feel immediately relevant to your leaders rather than something “off the shelf”.

  We like to feel like “ one of you”. We want to be seen as an extension of your internal L&D team and therefore the more we know about your organisation, the more we can feel this way.

• What level of leader do you work with?

  We work with leaders at all levels and also those who aspire into leadership. This includes individuals:

  • Stepping into leadership for the first time
  • In first line management and Middle Leadership positions
  • Leading others through complexity and change
  • Operating at, or moving towards, executive level

  Our work is less about hierarchy and more about the level of thinking and responsibility required.

  We match our experienced team of coaches and facilitators to your team needs and sector requirements.

• How do you ensure leaders actually change their behaviour?

  The reality is, we can’t force anyone to change…the desire and motivation for change needs to come from within the individual.

  What we can do is work with leaders to hold the mirror up to their own thoughts, values, behaviours and help them understand the distance they need to travel. We can help their line manager to support them and

  In our workshops, leaders work on real situations, not hypotheticals. They are expected to test new approaches between sessions and bring that experience back into the group.  Over time, this creates a rhythm of reflection, action and accountability that drives genuine behaviour change.

• Do you work with leadership teams as well as individuals?

  As well as working with leadership development cohorts, we work with teams to help them make the shifts they need collectively towards building trust, psychological safety and ultimately delivering results.

  We help teams have the conversations they tend to avoid, build clarity around priorities and strengthen how they operate together. This creates alignment at the top, which has a ripple effect across the organisation.

• How do you measure impact?

  We keep it simple and meaningful.

  At the start, we define what success looks like – both in terms of leadership behaviour and business outcomes. We then track movement through a combination of self-assessment, observation, feedback and measure shifts in performance.

  The emphasis is on demonstrating real change, not just capturing satisfaction scores.

• Is coaching included in your programmes?

  Coaching is a core part of how we work.

  Our preference is to build 121 coaching into our leadership programmes as we believe it is helpful to create confidential space for learners where they can share their personalised challenges and seek support from their coach.

  Having individual time and space allows the coach to challenge assumptions, helping the leader to take ownership of their development. It also helps sustain momentum between sessions and conceptualise learning to their situation and teams.

• How long do your programmes run for?

  This very much depends on what you are trying to achieve and the cadence in which you want development to happen. We tend to run strategic leadership development programmes over a number of months. We have shorter development interventions and one-off events also.

  Our preference is for programmes over time, this gives leaders the time to learn, apply reflect and adapt over time, meaning that they embed new ways of leading in a sustainable way.

• How do you work with internal L&D or HR teams?

  Having worked in house ourselves, we understand how frustrating it is when suppliers come in with their own ways of working and agendas.

  Our mission is to be seen as part of your wider L&D / HR team – “we” not “us and them”.

  We have our own content but are happy to adapt our models to deliver content in line with your own. For example an appropriate feedback model that is common language across your organisation.

  We align with your existing frameworks, involving key stakeholders at the right points, and ensuring what we introduce can be sustained internally.

  Our aim is to add value without creating dependency.

• What outcomes can we expect?

  Your outcomes depend on what you are hoping to achieve but the results we often see are  leaders who are clearer, more confident and more deliberate in how they lead.

  In practice, that often shows up as:

  • Better quality decisions
  • Stronger ownership and accountability
  • More effective leadership conversations
  • Greater alignment across teams

  Ultimately, it’s about helping leaders create the conditions for others to perform at their best and to show care and compassion for the needs and wellbeing of their people.