These are explanations for terms as they are used on this site:

Audits: Whether working with an individual, a team or the whole organisation,  LƒL first evaluate the prevailing leadership environment and perceptions, to identify the key leadership issues that require to be addressed to meet client aims/needs. This is performed by qualitative, (e.g. interview based)  or quantitative means, (e.g  staff questionnaires). Identifying the current leadership situation and combining it with future aspirations, enables us to design an appropriate development programme to maximize the benefit to the client.

Coaching: LƒL offers qualified coaches who can structure a programme with individuals or groups to learn new leadership skills and deliver them in practice, based on agreed objectives.

Conflict resolution: Conflicts arise in business. LƒL has associates with specialist qualifications and expertise in conflict resolution, who can assist clients with personality conflicts or business conflicts. We can also offer training on how to avoid or manage conflict to achieve beneficial outcomes.

Development programme: A series of developmental interventions between LƒL and a client or client company over a pre-agreed time frame to achieve the agree improvements in leadership performance, e.g. workshops and mentoring sessions.

Evaluation: LƒL like to agree specific objectives with clients’ so that the impact of leadership developent can be evaluated.

Latest Research: The research was qualitative phenomenology, employing interviews with followers and leaders across diverse sectors and at varying levels of seniority/responsibility in organisations. Parallel research was undertaken with equine specialists and behavouralists. This was complemented with academic theories on  business leadership and animal leadership behaviour. The results were analyzed using open and latent coding then axial coding and combined in a thematized template. Ultimately storytelling was applied to communicate the results.


Mentoring: Mentoring offers individuals a more personal, discussion-based way to understand their leadership and find ways to enhance their leadership success. Individuals have the opportunity to raise specific problems and consider solutions, benefiting from  the guidance and the experience of their LƒL mentor.

Narrative Exploration: The use of story telling to explore ideas on leadership. The stories may be written by the client or by the facilitator. The real value is in the analysis  of the stories content and meanings.

Phenomenology: A qualitative methodology, based on investigating the personal or observed experiences of the essence a phenomenon, (in this case, leadership).

Recruitment: LƒL can assist clients with leadership recruitment, from defining the initial brief and job specification right through to generating a final shortlist of candidates.

Succession planning: ‘Buying in’ established leaders through external recruitment is an expensive approach and  its takes time for new leaders to learn their way round the organisation and become fully effective. LƒL encourage and aid client’s to develop more junior staff through a structured plan, so that losing an existing leader becomes less of a disaster and more of an opportunity to bring up in-house talent to fill the role.

Training: Training typically involves the learning of specific new skills, often in ‘classroom’ situation, for e.g. how to formulate strategy and write a strategic plan. It can be delivered on an individual or group basis.

Workshops: LƒL run workshops for training, development, problem solving and open innovation for clients. These can be in-house or off-site and for internal staff only or can include members of client’ supply chain or peers as appropriate.