Achieve your goals with our strengths practitioner training, masterclasses and other events, crafted to revolutionize your talent acquisition, development, engagement, and retention strategies.
For SMEs, talent retention starts much earlier than the exit interview. Most retention plans start there, by which point it is already too late. The real leverage point is much earlier in the chain.
Leadership behaviour sets the tone for culture, day to day, long before any policy or perk does.
Culture determines motivation: whether people feel trusted, valued and genuinely able to do good work, or are just getting through the day.
For wider evidence and practical context, see the CIPD guidance on employee turnover and retention.
Motivation is what retention actually measures. Engagement scores can look stable right up until your best people start leaving. Most SMEs try to fix retention at the end of this chain, with pay reviews or exit surveys. This session makes the case for fixing it at the start: in how leaders are developed. Join this free live webinar for a practical look at where that chain breaks down most often, and what leadership development that actually shifts culture and motivation looks like in practice, without a large programme budget.
The Rules Are Changing. How Do We Keep Performing?
AI is reshaping careers, skills and the future of work. What can elite sport teach us about adapting and performing when conditions change?
Join James Brook and former ATP Tour professional Marius Barnard for a free live conversation exploring how strengths psychology, resilience and lessons from elite sport can help individuals and teams navigate uncertainty, embrace change and sustain high performance.
Tuesday 26 January 2027 | 3:00pm–4:15pm GMT
Skills data is essential for talent strategy, but it only tells part of the story. Knowing what people can do does not necessarily reveal what motivates them, where they naturally excel or what helps them thrive.
Strengths reveal where people bring their best energy and performance, beyond their technical capabilities.
Motivations and Values offer deeper insight into what drives engagement, career decisions and long-term potential.
For wider evidence and context, see the World Economic Forum’s Future of Jobs Report 2025, which highlights the growing importance of adaptability, resilience and lifelong learning.
As organizations rethink workforce planning, succession and internal mobility, relying on skills data alone can mean overlooking valuable human potential. Combining Skills, Strengths, Motivations and Values provides a richer understanding of talent and supports more informed development decisions. Join James Brook for this free live webinar to explore how HR, L&D and Talent leaders can move beyond skills-only approaches and build a more human-centred, future-ready talent strategy.
It changes how people see their role, their value and their future at work.
Engagement can fall when change is done to people rather than with them. Unclear communication, little involvement and weak manager support can turn uncertainty into resistance or withdrawal.
A more human-centred approach brings people into the change, gives managers a clearer role and builds the capabilities employees need to adapt with confidence.
Join James Brook for a practical, evidence-led look at how HR, L&D and Talent leaders can protect engagement and empower people as AI reshapes work.