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Problem Solutions

10 Workplace Problems
& What We Do About Them

Most companies have the same ten problems hiding under different job titles. For each: what it looks like on a Tuesday morning, what it costs, and the intervention we use to fix it.

How to Use This Page

Recognise One? Start There.

Find the problem that sounds most like yours. The intervention beside it is what we'd actually build, the specific behavioural mechanism that shifts that exact issue. Two or three feel familiar? That's normal: people problems cluster. Book a free call and we'll help you sequence them, or see a full engagement walkthrough first.

01
Engagement

Quiet Quitting & Disengaged Teams

Meetings get quieter. Discretionary effort disappears. People do exactly the job description and not a millimetre more. Manager 1:1s feel like compliance check-ins. The exit interviews come too late.

What We Do
Engagement & Culture Reset

A 2-day immersive intervention that surfaces the real reasons behind disengagement and trains managers in the conversations that re-engage people.

Anonymous behavioural diagnostic before launch
Live "stay conversation" role-play with feedback
90-day manager action plan
Format: 2 days · Group: up to 60 · See programme →
02
Leadership

Leadership Pipeline Gap

Senior leaders retire and there is nobody obvious to step up. The internal candidates "aren't quite ready". External hires take 12 months to land, and a third leave inside a year. You are running on a thinning bench.

11%
of organisations rate their leadership bench as "strong", down from 18% in 2011DDI Global Leadership Forecast
What We Do
Leadership Accelerator

A 12-week behaviour-focused programme combining theatre simulations, behavioural 360°, and 1:1 coaching to fast-track readiness.

3 immersive crisis / conflict / change modules
Behavioural 360° at start and end
6 individual coaching sessions per leader
Format: 12 weeks · Cohort: 8–24 · See related case →
03
Frontline Managers

Front-Line Manager Skill Gap

Your best individual contributors get promoted into management, and immediately struggle. They avoid difficult conversations, over-rotate to friend mode, micromanage when they panic, and burn out within 18 months.

What We Do
Manager Behaviour Lab

A practical lab where new managers practise the four highest-leverage behaviours, asking before telling, naming tension, owning mistakes visibly, closing loops, under live pressure with actor-direct reports.

Live role-play with professional actors
Same-day behavioural feedback (not satisfaction surveys)
90-day reinforcement with peer coaching
Format: 2 days + boosters · Read the underlying blog →
04
Diversity & Inclusion

Inclusion & Tokenism

Policy is in place. Awareness training has run twice. The numbers improved for a year and stalled. Underrepresented colleagues are still leaving, and exit conversations all reference the same patterns. Compliance has not become culture.

What We Do
Inclusion in Action

An immersive theatre intervention (often built around our Goldsmiths-recognised The Accused) that confronts unconscious bias with lived emotional experience. Pre/post bias measurement included.

Choice of immersive event format
Validated bias measurement before & after
Manager debrief and behavioural commitments
Format: 1 evening + workshops · Audience: up to 300
05
Change Management

Change Fatigue & Failed Transformations

The third restructure in two years. The new operating model. The platform migration. Each one launched with a memo and a Teams call. People are quietly waiting it out. The transformation roadmap looks great in the boardroom and dies on the second floor.

70%
of large-scale change programmes fail to meet their stated goalsMcKinsey Transformation Research
What We Do
Change Resilience Lab

A simulation-based lab where the leadership team lives through the change in a safe environment first. Resistance, hidden alliances and political risks surface before they kill the launch.

Bespoke simulation built on your transformation
Stakeholder mapping & resistance forecasting
Embedded change-champion network
Format: 3–5 days · Read methodology →

Got a specific challenge in mind? A 30-minute call gives you a clearer answer than the website ever could.

Book a Free Call
06
Psychological Safety

Psychological Safety Crisis

An incident, an investigation, or a near-miss surfaces what everyone already knew: people did not feel safe to flag the problem early. The policy works. The culture does not. You need more than a refresher email.

#1
predictor of team performance, out of 5 dynamics studiedGoogle re:Work / Project Aristotle (2015)
What We Do
Speak-Up Programme

Built around The Death of Jane Doe (CorpComms Award winner), confronts the assumptions and stigma that keep people silent. Combined with a confidential pre-event culture audit.

Confidential pre-event culture audit
Award-winning immersive theatre experience
Manager skill-build on speak-up conversations
Format: 1–2 days · See Jane Doe case →
07
Innovation

Innovation Drought & Risk Aversion

The pipeline is full of incremental ideas. Anything genuinely different gets killed in committee. People have learned that failure is punished and risk is career-limiting. You are losing speed to competitors with thinner balance sheets and bolder cultures.

6%
of employees feel actively encouraged to take risks and experimentAccenture, Future of Work
What We Do
Innovation Mindset Sprint

A high-energy 2-day sprint built on the MARVELous Ideas methodology. Live "pitch and tear-down" with sceptical actor-investors breaks risk aversion and rebuilds a culture of safe experimentation.

Live "pitch and tear-down" challenge
Behavioural reframe of failure as data
Innovation rituals embedded in team routines
Format: 2 days · Group: up to 50
08
Wellbeing

Burnout & Wellbeing Decline

Long hours. Always-on culture. Sick days creeping up. Wellbeing apps and yoga budgets do not move the dial because the work itself has not changed. Your highest performers are quietly looking elsewhere.

79%
of UK employees say they have experienced work-related burnout in the last 12 monthsMental Health UK · Burnout Report 2024
What We Do
Adaptive Resilience Lab

Resilience training that targets the actual work practices, escalation, prioritisation, recovery rituals, not just individual coping. Managers practise running team rhythms that protect, rather than perform, wellbeing.

Team-level workload & recovery diagnostic
Manager rituals for sustainable performance
90-day burnout-risk re-measurement
Format: 1 day + 2 boosters · Read the underlying blog →
09
Cross-Functional

Silos & Communication Breakdown

Every department thinks the others are the problem. Cross-functional projects miss deadlines. Information stops at function boundaries. The same misalignment surfaces in every retrospective, and nothing changes.

86%
of executives cite lack of effective collaboration as a primary cause of workplace failuresSalesforce / Forbes Insights
What We Do
Cross-Functional Simulation

Multi-team simulation where each function is given different (and partly conflicting) information, exactly as in real life. The session surfaces silo behaviours fast and gives leaders a shared vocabulary for fixing them.

Live role-assigned simulation across functions
Real-time behavioural observation
Cross-functional ritual design (stand-ups, hand-offs)
Format: 1–2 days · Group: 3–6 functions
10
Retention

Talent Retention & Turnover

High performers leave for marginally better offers. Counter-offers fail. Your replacement-cost spreadsheet is climbing. The exit reasons all reference "culture" and "growth", vague enough to be unactionable, consistent enough to be the truth.

−59%
voluntary turnover reduction in psychologically safe, high-engagement teamsGallup, Employee Engagement Meta-Analysis
What We Do
Stay Conversation Programme

Trains managers in the structured conversations that retain high performers, before they get the recruiter call. Combined with a culture audit so the conversations are backed by real organisational changes.

Top-talent risk diagnostic
Manager training in stay conversations
Culture-fix backlog & sponsor accountability
Format: 1 day + 90-day follow-up · See full programme →
10 Problems

Recognise One?

Let's Talk About
The Specific One

A 30-minute call is enough to tell us both whether we are the right people to fix it. No deck, no hard sell.

Book a Free Call See Case Studies