EXPERIMENT HERE
Workstyle Pioneers is a cohort-based programme for organisations to experiment with new approaches to work design.
The programme includes online learning, self-directed development, group reflections and optional one-to-one coaching.
DESIGN WORK AROUND PEOPLE
Grounded in day-to-day practice, the programme helps organisations move from abstract ideas about trust and flexibility to concrete changes in how work happens, including:
• Clarifying what good performance looks like in output-led roles
• Agreeing individual and team workstyles to reduce friction
• Supporting managers to lead with trust, not constant oversight
• Creating shared expectations around availability, communication and delivery
• Enabling autonomy without loss of accountability
This practical focus ensures that workstyle pioneers is not an initiative running alongside work, but a way of doing work differently, one that supports modern working realities while strengthening inclusion, wellbeing and performance together.
9 out of 10 PARTICIPANTS would recommend this course to others
HOW IT WORKS
Workstyle Pioneers is a structured, time-bound programme designed to help individuals, managers and teams redesign how they work within existing organisational systems.
It does not require restructuring, rewriting contracts or overhauling governance frameworks. Instead, it works at the level of behaviour, expectation-setting and performance clarity.
Participants focus on:
Clarifying Outcomes: By redefining their role in terms of measurable outcomes and contribution rather than time spent or presence.
Defining Their Workstyle Profile: By completing a structured Workstyle assessment to identify their preferred / required ways of working e.g. remote, place based, community based.
Agree Workstyle Contracts: By developing a practical, team-level agreement covering communication expectations, collaboration rhythms and 121s to review outputs.
Test and Iterate: by applying these agreements in real work over a defined period (typically 8–12 weeks), review friction points, and adjust.
course OUTCOMES
By the end of a Workstyle Pioneers cycle, organisations should expect greater clarity, consistency and confidence in how work is delivered. Individuals gain a clearer understanding of their contribution and how performance is measured, which reduces performative busyness and increases purposeful output. Managers develop stronger capability in leading through trust and outcomes rather than proximity or constant oversight. Teams experience fewer misunderstandings around availability, responsiveness and expectations, leading to reduced friction and stronger psychological safety.
Performance becomes more visible without increasing monitoring, and inclusion strengthens as a natural outcome of better work design rather than separate accommodation processes. Retention improves because work becomes more sustainable, and adaptability increases because roles and outputs are clearer. Over time, these shifts begin to influence wider cultural norms, creating systemic change through consistent practice rather than structural overhaul.