Most corporate training is forgotten within 48 hours. We design experiential workshops and executive offsites that rewire behaviour, deepen connection, and drive lasting cultural change.
— Carl Jung
Organisations often pour significant budgets into Leadership and Training initiatives, only to see zero change in day-to-day behaviour.
The reason is simple: information transfer is not transformation. Sitting in a room staring at PowerPoint slides does not change how a leader reacts under pressure or how a team resolves conflict.
As a Leadership Facilitator in Dubai & Abu Dhabi, I often see teams struggling with:
My approach is grounded in the belief that the wisdom often already exists within the room, it just needs to be unlocked.
Unlike traditional Corporate Training that relies on lectures, my workshops are designed as facilitations. I create a psychological container where it is safe to take risks, challenge assumptions, and practice new behaviours in real-time.
We move from “teaching” to “experiencing.” Whether we are mapping your Immunity to Change or exploring Emotional intelligence in a leader, the focus is always on practical application and deep engagement.
Our engagements are bespoke and scalable, designed for:
needing to align on strategy, culture, or values (often during Offsites).
struggling with internal friction or
low performance.
preparing the next generation
of C-Suite leaders.
navigating mergers, acquisitions, or significant cultural shifts.
We do not use off-the-shelf scripts. We curate modules based on your specific organisational context.
01. Team Effectiveness (Belbin Team Roles)
We move beyond personality tests to understand contribution. Using the Belbin framework, we help teams understand who is best placed to do what, identifying gaps in the team’s DNA and removing friction between conflicting roles.
02. Emotional Intelligence (EQ-i 2.0)
Emotional intelligence in a leader is the strongest predictor of performance. As a certified practitioner, I guide leaders through the EQ-i 2.0 model, helping them develop self-regard, empathy, and impulse control to lead with greater influence.
03. Immunity to Change (Robert Kegan)
Based on Harvard psychology, this profound workshop helps leaders identify the hidden, subconscious commitments that prevent them from achieving their stated goals. It is essential for teams stuck in repetitive cycles of failure.
04. Cultural Transformation (Barrett Values)
Using the Barrett Values Centre methodology, we measure the “Cultural Entropy” in your organisation, the energy lost to fear and internal politics and map a path toward a values-driven, high-performance culture.
05. The Neuroscience of Communication (NLP)
We explore how the brain processes language and filters information. Leaders learn to communicate with absolute clarity, using storytelling and NLP techniques to bypass resistance and inspire action.
When teams are truly involved in their own development, the results stick. Organisations partnering with us report:
If you are looking for Leadership training in Dubai & Abu Dhabi that creates real shifts in behaviour and culture, let’s design your next engagement.
Training is usually about transferring a specific skill (e.g., “How to use this software”). Facilitation is about guiding a group to reach a desired outcome or insight (e.g., “How do we work better together?”). My work blends both, but prioritises facilitation to ensure deep engagement.
No. Generic Corporate Training rarely works because every organisation’s context is unique. I may use standard frameworks (like Belbin or EQ-i), but the workshop design, case studies, and discussions are tailored specifically to your industry and current challenges.
Yes. Executive Offsites are a core part of my practice. I help design the agenda to ensure it balances strategic work with the necessary relationship-building and “deep work” required to realign the leadership team.
Research shows that emotional intelligence in a leader accounts for nearly 90% of what sets high performers apart from peers with similar technical skills. It underpins decision-making, stress management, and the ability to retain top talent.
For deep facilitation (like Immunity to Change), small groups of 8-12 are ideal to ensure safety and vulnerability. For broader topics like “Storytelling” or “Communication,” larger groups can be accommodated, though interaction remains key.
We define success metrics before we start. This can range from qualitative feedback and “commitment to action” plans, to re-taking assessments (like the Team LCP or Barrett culture audit) 6-12 months later to measure the shift in behaviour and culture.
