A 20-person team approached Spark Intent to address high staff turnover and improve retention. The team included six leaders, two of whom were connected to senior management within a larger organisation.

Needs Assessment
After an initial consultation, Spark Intent was invited to spend 1.5 days at the company’s HQ. George shadowed leaders, immersed himself in the company culture, and conducted staff interviews. A tailored survey was also used to gather insights, which were combined into a detailed report of observations and recommendations.

Collaboration
Working closely with senior management, Spark Intent co-created strategies tailored to the team’s needs and desired outcomes. Key initiatives included:

• 8 hours for the co-design of team-wide initiatives, built around the ‘One Team’ pathway to foster a Culture of Learning, enabling peer-sharing and unstructured learning opportunities.
• 3 half-day leadership learning experiences focused on ‘Catalyst Coaching’ methods, including feedback improvement, listening skills, and creating a protected system for deep-focus work.
• 18 hours of individual leadership coaching, providing 3 hours per leader over a 3-month period.
• 6 half-days for skill development group sessions, focusing on feedback reciprocation, reflective practice, and bringing purpose to work.
• Optional: 2 hours of 1-on-1 coaching every 3 months for all team members as part of a Personal Development programme.

Delivery and Sustainability
All initiatives and learning experiences were delivered within agreed timeframes. To ensure ongoing success, George conducts quarterly culture assessments and maintains regular contact with senior management, offering 1-hour weekly consultations to oversee the Culture of Learning.