Leadership transformation that changes how your organisation performs
This work is led by Blaire Palmer, working closely with a small team of experienced associates she has partnered with for many years on complex transformation programmes.
Most organisations don’t have a strategy problem.
They have a leadership problem.
The strategy is clear.
The ambition is there.
But execution is stalling because the leadership approach hasn’t evolved to what the organisation now needs.
That’s where we work.
What we do
We work with CEOs and senior leadership groups to shift the behaviours that most affect performance - how decisions are made, how people engage, and how change is led.
This is not about introducing new models or running programmes alongside the business.
It’s about working inside the organisation, with the people who shape outcomes, to make leadership more effective in practice.
The Keyhole Leadership™ Approach
Most leadership development takes a broad approach - large programmes, generic frameworks, and significant time investment across the organisation. It’s like open-heart surgery on your business.
We take a different approach.
The Keyhole Leadership™ Approach focusses on targeted, real-time intervention - working directly with leaders in real time, to shift the behaviours that are most affecting performance.
No big launches.
No sheep-dip programmes.
No dependency.
Just focused work where it makes the biggest difference.
Targeted, not broad
In every organisation, a small number of leadership behaviours disproportionately shape outcomes.
We identify those behaviours and focus there.
This is not about improving everything.
It’s about addressing what actually gets in the way of performance and progress.
Real-time, not theoretical
Leadership happens in meetings, conversations and decisions—not in a workshop.
That’s where we work.
Alongside your leadership team, as change is happening, we help them see what’s going on, challenge their instincts and lead differently in the moment.
Leaders lead it
We don’t take ownership of your change. Your leaders do.
Our role is to work alongside them—challenging, supporting and equipping them to lead in a different way.
That means the change is owned internally, not driven externally—and it lasts.
Minimum effective dose
This is not about doing more.
It’s about doing what works.
We design the smallest, most focused intervention that will create meaningful shift, freeing leaders from unnecessary activity and concentrating effort where it matters most.
How the work unfolds
Every engagement is tailored, but a typical programme runs over 6–12 months:
1. Diagnose (Month 1–2)
Leadership audit (survey + observation of key meetings)
Identification of 5–7 core behavioural blockers
2. Align (Month 2–3)
Work with CEO and senior team
Clarify what needs to shift and why
3. Deliver (Month 3–9)
Targeted leadership workshops (senior cohorts)
Real-time coaching and intervention
Work with critical teams and decision-making forums
4. Embed (Month 6–12)
Leaders take ownership of sustaining change
Integration into business processes and priorities
Reduced reliance on external support
ROI
£770K–£1.3M impact identified through leadership actions (Welsh Government evaluation)
96% approval rating (Roche leadership programme)
2,000 employees engaged in cultural transformation (AXA)
£5M commercial contract influenced following leadership intervention
Investment
Typical engagements range from £100K–£300K, depending on scale and complexity.
We work with a small number of organisations at any one time, where there is both the need and the willingness to lead change differently.
Is this the right fit?
This work is most effective when:
The organisation is undergoing significant change
The leadership team recognises that how they lead needs to evolve
There is appetite for honest challenge and practical change—not just insight
Start the conversation
If you’re exploring how to shift leadership behaviour in your organisation, we can have an initial conversation to understand your context and whether this approach is the right fit.
