You could unlock far more value from your leadership events and programmes, and from the change they’re designed to deliver?

In this short piece, we draw together insights from three previous articles and explore the outcomes that start to emerge when their principles are put into practice.

We’ve just shared three articles, each exploring a tailored way to get significantly more value from leadership events and programmes, and from the change that they aim to bring about.

In case you missed them, the three articles are:

1. Leadership events as a step on the journey – How well-designed events can be a launch pad for impactful change, when they build clarity, action, and shared ownership. (http://bit.ly/4fdYju4)

2. Let’s hear it for the dissenters! – How the best events generate enthusiasm and make space for honest challenge, helping to uncover barriers, boost creativity and build trust. (http://bit.ly/3J6Fxsr)

3. Great facilitation – the key to turning energy into change – How skilled facilitation connects people, harnesses energy in the room, and helps individuals move from reticence to real engagement. (http://bit.ly/4fcpjKn)

Our reason for sharing these articles goes beyond simply offering practical tips on the what and the how. For us, it’s all about the why — sparking outcomes that make a genuine difference for you, your team and your organisation.

So, what if you were to adopt the article principles and put them into practice?

You’d likely promote what we call Generative Engagement. This is where you create the conditions for open, honest, and high-energy collaboration. Where people feel safe to challenge constructively, take ownership, and co-create the change path ahead of them. It’s the kind of engagement that prompts new possibilities, lifting the energy of work and of the people doing it.

In our experience, three outcomes typically start to emerge:

1. Right to Reply – a culture where all voices matter
   People feel heard, valued and validated. They see their input linked directly to performance impact. Leaders raise their own levels of accountability. Teams begin to engage in and deliver meaningful follow-through.

2. Honest Inventory – a pragmatic view of current state
   By surfacing patterns, good practice and pain points, teams and organisations gain a shared understanding of what’s helping and hindering. This drives smart prioritisation, triggers positive local action, and creates a platform for learning and replication.

3. Challenge Deep Dive – turning insights into impact
   Here, priority issues become visible across teams and at team interfaces. Practical problem-solving takes hold. As systemic challenges get tackled head-on and capabilities grow, belief builds and a what if possibilities mindset emerges as results are shared.

So… WHAT IF?
What if you took a moment to revisit the articles, reflect on the principles, and tried them out in your own context? You might find they spark something bigger — a beginning, a shift, a transformation.

And if, along the way, you’d like a thought partner and practitioner to help bring it to life, you know where to find us!

WHY NOT?