Talks, workshops & programmes
There’s no such thing as one size fits all when it comes to your mind. Sure, everyone has one, but no two are the same.
10+
Years developing and delivering programmes
50+
Programmes designed and delivered
5,000+
Leaders worked with across EMEA
Trusted by
Using a variety of science-based practices, I create learning and development experiences to support your business and all the minds that fill it.
Unlike apps and online training, which can feel like another activity to squeeze into an already full schedule, I help people handle workplace stress, build confidence, make better decisions and lead under pressure, in real time, in person.
How you think, react and show up, especially when it matters.
The conversations, relationships and trust that teams run on.
Thinking well and moving people forward when the plan keeps shifting.
Anything above can run in any of these formats. The format changes the depth and the time spent practising, never the thinking underneath it.
60 minutes
Up to 200
2 hours
Up to 24
3 hours
Up to 16
5 × 2 hours over 5 weeks
Up to 20
Five modules chosen from the eight, one a week, with strengths assessments and results measured before and after.
Technology can now draft, summarise and analyse. It still can’t sit across the table from a team that has lost its confidence.
What’s left is the human work: judgement, honest conversation, changing direction when the plan does, and staying well enough to keep doing it.
These five signature modules are distilled from more than fifty programmes. Run any one on its own, or all five as Leadership Training for Managers.
Self
01
Self-awareness · Mindset · Team management
As technology takes on more of the task, more of the job is you: how you think, how you react, and what people experience when you walk in.
Most people believe they know how they come across. Reputation and self-image are different things, and the gap between them is where careers and teams come unstuck.
We work on the assumptions, habits of attention and emotional patterns that shape how you lead, including your strengths and their blind spots, because every strength has a wrong dose and pressure is what finds it.
For new managers, this is also where team management starts: moving from doing the work to leading the people who do it.
Grounded in Hogan and coaching psychology
02
Judgement · Decision-making · Innovative thinking
AI can give a leader more information than ever. It can’t decide what matters, or be accountable for the call.
This is the work of thinking well under pressure: questioning the output as well as the assumption, holding a decision open long enough to see it properly, and knowing when to close it. Judgement, decision-making and innovative thinking, practised on real decisions from your own desk.
Grounded in behavioural science
Others
03
Conflict management · Team and stakeholder communication · Cross-functional collaboration
Conflict itself isn’t the problem. Avoiding it is, and so is letting it turn personal or winning it at a cost the team pays later.
Most of it now happens in cross-functional work, not inside teams: teams with different targets, different data and different ideas about what matters. We treat disagreement as a leadership skill: saying the difficult thing clearly, influencing people you don’t manage, speaking to senior stakeholders without losing the message, and holding a boundary without starting a war. Psychological safety starts here, on the manager’s side of the desk.
Grounded in coaching psychology and psychological safety research
04
Adaptability · Communicating through uncertainty · Mentorship
New tools, structures and ways of working tend to arrive faster than anyone can train for them. The strategy presented in January rarely survives to June.
People don’t need a leader with all the answers; they need one who can say what is known, what isn’t, and what happens next, and mean it. We work on psychological flexibility, changing direction without losing the room, and mentoring people through work none of you have done before.
Grounded in ACT and positive psychology
Work
05
Focus · Motivation · Recovery
Exhaustion is not the price of success, although plenty of organisations pay it. More tools have meant more notifications, not more time.
This is the psychology of doing good work for years, not quarters: energy, attention, motivation and recovery, and the boundaries that protect them, so that being busy stops passing for being productive.
Grounded in positive psychology and attention research
A six-month leadership development programme for senior leadership teams.
What monks, scholars, saints, philosophers, yogis, and psychologists have pursued across generations and borders, I’ve taken and applied to the modern day.
I’ve kept out the tie-dye, robes, vows of abstinence, chanting, and cult sign-up sheets. But the science of it, proven time and time again, I’ve kept.
“Georgie is a fantastic speaker. Her workshops are informative and interactive. I would encourage anyone to book this training for their teams.”
Zoe O’Connell — Head of Brand Marketing, Chupi
Selected work
The brief
A fast-growing team carrying a massive workload. Pointy, later acquired by Google, first asked me to run an event for Mental Health Day.
What I did
A full-day leadership workshop · an employee wellbeing strategy · 1:1 coaching · 45-minute booster sessions.
What changed
A staff survey shaped the company’s wellbeing plan, including mindfulness-based executive coaching for its leaders.
“Clear is kind. Unclear is unkind.”
Brené Brown, Dare to Lead
A short call → a tailored proposal → delivered in person or online
