Resilience training that
delivers measurable change.
Your teams face pressure, change, and uncertainty. We help them adapt to it, so they can perform.
Award-winning programmes trusted by HR, L&D and operations leaders across financial services, healthcare and the public sector.
Proven across 200+ organisations
Every programme we run is measured with validated clinical tools. Here’s what the evidence shows.
How can we help?
Wherever you’re starting from, we can help.
- High levels of stress
- Rising sickness absence
- Conflict between teams
- Stalling projects
- Change fatigue
- Burnout
- High attrition
- Low engagement
If this sounds like you, the good news is we’ve helped hundreds of organisations bounce forward from exactly this, restoring performance and building resilience for what’s next.
- Preventing the issues in column A
- Building leadership capability
- Preparing for change
- Strengthening team performance
- Developing your future leaders
- Retaining top talent
- Building a high-performance culture
- Improving manager effectiveness
Some teams come to us already performing well, just looking to go from good to great. We’ve helped hundreds build the skills their leaders and teams need to get there.
Read how below.
What changes when your people have the skills to perform
High turnover → People actually stay
When people have the skills to manage pressure, they stop looking for a way out.
Stress and burnout → Sustained performance
We teach people to think clearly and regulate emotions in real time.
Technical leaders → People leaders
We train the self-regulation and emotional control that frameworks can't.
Change fatigue → Adaptive resilience
We build the mental flexibility to adapt to change, without the exhaustion.
We don’t run awareness days. We don’t do motivational talks. We don’t give people a PDF and hope for the best. We train skills that change how people perform.
We don’t hand over a feedback form and call it job done. We measure every programme with validated tools, before and after, so you can see exactly what changed and prove the ROI to your board.
Three ways we build resilient organisations
Your team has the talent. But under pressure, stress spreads, conflict spikes, and good people start leaving.
We close the skills gap that causes it with results you can measure.
Results: 112hr annual productivity increase, 33% lower attrition
The pressure on your leaders has never been higher. More change, more complexity, more stress.
We build the skills to handle it, starting with how they lead themselves.
Results: 56% stress reduction, 35% lower attrition
We support leaders and high performers in thinking clearly under pressure, acting with purpose, and consistently delivering their best results.
Results: 47% stress reduction, 46% anxiety reduction
CASE STUDIES
£500k Savings + £11.08 ROI Building Resilience in 100 Social Workers”
Kingston Council moved from worst to 2nd-best London Borough for Adult Social Care. £11.08 ROI, £500k savings, Beacon Status, 100 social workers. Award-winning.
Culture Transformation in Banking: £1.925M ROI & 39% Anxiety Reduction Across 800 Employees
World-leading bank: £1.925M ROI across 800 staff in 4 locations. Gold Mind Workplace Award. Culture transformation in banking. Increased engagement and productivity.
£9.40 ROI Per £1 Spent: How Islington Council Transformed Wellbeing and Performance for 450 Staff
Islington Council: £9.40 ROI per £1 spent training 450 staff. Public sector resilience programme expanded from 150 to 450 due to measurable impact.
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Common questions
What is resilience training?
Most people define resilience as the ability to bounce back. That’s not wrong, but it’s only half the picture, and the less useful half for most organisations.
Resilience is your ability to positively adapt. Not just the big moments of change, uncertainty or setback. The small moments that happen every minute of every working day and how people think, feel and behave under pressure, in uncertainty, and through change.
It’s also not purely an individual trait. How people perform depends as much on the environment around them as it does on their inner resources. Culture, relationships, leadership behaviour, these either build resilience or quietly drain it.
Critically, resilience is not fixed. People aren’t born resilient or not. It’s a skill set, and like any skill set, it can be taught, practised and measured. That’s what makes resilience training work when it’s done properly.
We teach people to bounce forward, not just bounce back. To go from good to great both individually and collectively.
That’s a different aim from most resilience programmes, and it’s why the skills we build are built around performance and growth, not just recovery.
Does resilience training actually work?
Yes. But not all of it and that difference matters more than most people realise.
Across 200 plus organisations, our clients have achieved an average ROI of £12 for every £1 spent. The evidence is consistent.
Most resilience training fails because of how it’s delivered. Short bursts of information, a one-day workshop, nothing that follows through. People engage on the day and go back to doing exactly what they did before. Nothing sticks.
We build programmes around what actually makes learning stick. Skills practised repeatedly, applied in real situations, reinforced over time. Not theory. Not information. Habits that hold under pressure.
And we prove it. Every programme is measured using validated clinical tools before and after. The same tools used in health screening.
We can show you what changed in people, what the business measured, and what participants said themselves. Not just a feedback form. The full picture.
When clients tell us they’ve tried resilience training before and it didn’t work, our first question is always the same: was it built around skills or information? That answer usually explains everything.
How do you prove the ROI of resilience training to a board?
Most providers give boards a feedback form and a completion rate. We give them numbers a CFO can interrogate.
Every programme is measured before it starts and after it ends. That baseline measurement is what makes the proof possible. You can see exactly what changed in people and by how much because you know where they started.
We measure using the same clinical tools used in NHS primary care and mental health settings. The PSS-10 for perceived stress. The GAD-7 for anxiety. The WHO-5 for wellbeing. The UWES-9 for work engagement. These are not surveys we designed. They are validated instruments used in health screening worldwide.
Those clinical scores translate directly into business metrics. Attrition cost, using Gallup research that each person who leaves costs between 50 and 150% of their annual salary. Presenteeism cost, based on Gallup’s finding that disengaged employees cost 34% of their annual salary in lost productivity. Productivity gains, calculated from time saved per person per working day. We then follow up at three and six months to confirm the change has held.
The result is a board ready evidence pack. Not a story about how people felt. A financial case with named calculations, verified by the client, showing exactly what changed and what it was worth. Kingston Council confirmed £11.08 return for every £1 spent. RBC Wealth Management confirmed £525,000 ROI across 120 senior leaders at £3.28 per £1 spent.
That is what separates a training investment from a provable business decision.
What is the difference between resilience training and a wellbeing programme?
Wellbeing is part of resilience. But resilience is not a wellbeing programme.
Most wellbeing programmes address symptoms. Stress management workshops, mental health first aid, mindfulness sessions, lunch and learns. All of them have their place. None of them change how people think, and thinking is where performance, wellbeing and behaviour all start.
What we actually deliver is thinking and behaviour change. We go back before the symptom to what causes it. The thinking habits, the emotional patterns, the responses under pressure that people have never been taught to recognise or control. Change those and everything else follows. Stress reduces. Relationships improve. People perform better. Wellbeing improves as a result.
A wellbeing programme tells people what good looks like and why it matters. We teach people how to do it. How to regulate their emotions in difficult moments. How to think clearly under pressure. How to build the habits that make performance and wellbeing sustainable. Not just on the good days but when things are actually hard.
The result is not just better wellbeing. It is better leadership. Better decisions. Better relationships. Better performance. Wellbeing is one of the outcomes. It is not the whole picture.
Can resilience training reduce staff turnover?
Yes. And we have the evidence to prove it.
On average, 12% of people who complete our programmes tell us they were considering leaving before they started. After the programme, they want to stay. That is not a projected figure. That is, people telling us directly that the training changed their decision.
Beyond that RBC Wealth Management saw a 35% reduction in voluntary attrition across 120 senior leaders during a period of significant organisational change. Kingston Council saw attrition fall as part of an overall ROI of £11.08 per £1 spent.
But attrition is never the real problem. It is the symptom. People leave because of poor culture, leaders who do not build trust, high stress that tips into disengagement and talented people who cannot see a way forward. Research consistently shows that people with low resilience are significantly more likely to leave. That is the root cause most organisations are not addressing.
We address it directly. We change how people think about the situation they are in. We help them connect to their values and character strengths so that everyday work carries purpose and meaning. We build the skills that make people feel capable and valued in the role they are already in.
The result is people who do not want to leave. Not because we paint a false picture. Because we give them the skills to thrive in the real one.
How long does resilience training take and will it disrupt our business?
Yes. And we have the evidence to prove it.
On average, 12% of people who complete our programmes tell us they were considering leaving before they started. After the programme, they want to stay. That is not a projected figure. That is, people telling us directly that the training changed their decision.
Beyond that RBC Wealth Management saw a 35% reduction in voluntary attrition across 120 senior leaders during a period of significant organisational change. Kingston Council saw attrition fall as part of an overall ROI of £11.08 per £1 spent.
But attrition is never the real problem. It is the symptom. People leave because of poor culture, leaders who do not build trust, high stress that tips into disengagement and talented people who cannot see a way forward. Research consistently shows that people with low resilience are significantly more likely to leave. That is the root cause most organisations are not addressing.
We address it directly. We change how people think about the situation they are in. We help them connect to their values and character strengths so that everyday work carries purpose and meaning. We build the skills that make people feel capable and valued in the role they are already in.
The result is people who do not want to leave. Not because we paint a false picture. Because we give them the skills to thrive in the real one.