Frequently Asked Questions (FAQ) – The (really) Long Version
If you’ve ever thought about bringing training into your business, chances are you’ve had a few questions. Or a few dozen. Over the last ten years in business, we’ve been asked a lot of questions. From curious learning and development managers to cautious executives to team members who just want to know what they’re signing up for. Some of those questions were short and sharp. Others came in the form of long, late-night emails that started with “I’ve just been thinking…”
This page is our way of pulling all of those questions (and their answers) into one place.
Now, fair warning: this page is long. Really long. It’s not designed to be printed out and read cover-to-cover like your favourite bedtime story. Actually, if you’re struggling to sleep, it might do the trick, and we won’t be offended if you nod off halfway through “How do you measure ROI?”
The point of this page isn’t to overwhelm you. It’s to give you confidence. We’ve also learned throughout the years that some people don’t want a call with us, they just want a quick answer. So Control-F is your friend here.
Buying training for yourself, your team, or your organisation is an investment, and like any investment, you want to know what you’re actually getting. Our goal here is simple: to answer the most common questions people have before buying training.
So whether you’re here because you’re:
A leader looking for ways to build trust and performance in your team
A manager who’s been told “book some training” but doesn’t know where to start
Or an individual contributor wondering what you’ll get out of all this
…this page is for you.
Dive into the sections that matter most, skim the bits you don’t care about, and don’t hesitate to reach out if your specific question isn’t covered. Chances are if you’re wondering, someone else has too and we’d be glad to add it to the list.
1. Who are you, and what makes you different from other training providers?
We’re In Bloom. Founded in Sydney in 2015, we’re a team of ex-corporate leaders who know what it’s like to be on the inside of a business: juggling deadlines, navigating office politics, and trying to build teams that actually work together. We saw great companies struggle with wellbeing and culture, and we thought: surely there’s a better way.
What makes us different? We’re not academics parachuting in with a 200-slide deck. We’re practitioners who’ve lived the reality. We’ve led teams, sat in the boardroom, and managed performance pressures ourselves. Our training is built on real-world experience, backed by research, and delivered in a way that’s engaging, practical, (and dare we say it) even enjoyable.
2. What experience do your facilitators have in real corporate leadership and team settings?
Facilitators on our team have a corporate background. They’ve led departments, sat on leadership teams, and managed through both the good times (growth, high performance, exciting strategy) and the not-so-good times (restructures, stress, low morale).
They don’t just “teach” concepts like trust, resilience, or leadership; they’ve had to apply them under real pressure. That means when they’re guiding a team through a workshop, they’re not speaking in theory. They’re drawing on years of actually doing it, which makes their advice relatable, grounded, and credible.
3. Are your programs backed by research or just based on “feel-good” ideas?
We love a good motivational quote as much as the next person, but our programs aren’t just pep talks. Everything we do is informed by evidence from psychology, organisational behaviour, and leadership research. We combine that with lived experience from corporate life. We can share about some of the research and resources we use most commonly (there’s a question about this below).
We think of it like this: research gives us the “why,” and experience gives us the “how.” Together, they make training that actually works in the real world, not just in textbooks.
4. Do you customise training for each company or run a one-size-fits-all program?
We tailor every program to the people in the room. Yes, we have tried-and-tested frameworks and program structures (because consistency matters), but we never walk in with a cookie-cutter solution.
Before any training starts, we take the time to understand your team’s goals, pain points, and culture. Then we adjust the content and delivery so it lands. For example, a program for a senior executive team might emphasise strategic alignment, while the same core concepts delivered to frontline managers would be more practical and hands-on.
In short: we bring a structure, you bring the context, and together we make it work.
5. What industries have you worked with before?
We’ve worked across a wide range of industries. From banking (and baking!) and professional services, to FMCG, tech, and not-for-profits. Culture, leadership, and wellbeing challenges show up in every industry, just in slightly different ways. We more than likely have had clients in the same industry as you.
Because our facilitators come from diverse corporate backgrounds, we’re able to connect with leaders whether they’re running a finance team in a skyscraper or a production line in a factory. The common thread is people: and people, no matter the industry, need support to perform at their best.
6. How do I know you understand my business challenges?
We start by listening. Before a program kicks off, we spend time with you (and often your team) to get under the skin of what’s really happening. Hopefully you can bring some data to this call, but we understand that it’s not easy to collect it. We want to know the day-to-day pressures, the sticking points, and even the things you might not say out loud in a team meeting.
Because our facilitators have sat in leadership and management roles themselves, we’re not guessing. When you say “we’ve got silos” or “we’re drowning in back-to-back meetings,” we don’t just nod politely; we get it. And then we tailor the program so it addresses those specific realities, not some abstract, generic version of them.
7. Are your facilitators certified coaches or practitioners in any specific methods?
Yes. Our facilitators bring formal training alongside their corporate backgrounds. Some are certified coaches, some have advanced qualifications in psychology or leadership development, and others are accredited in specific frameworks like DiSC, emotional intelligence, or mindfulness-based approaches.
But here’s the thing: we don’t lead with a string of letters after our names (does anyone ever understand what these mean anyway?). The certifications give us depth and credibility, but what matters more is how we apply them in a way that lands for your people. We’re not here to show off theory: we’re here to make it practical. The training shouldn’t ever be about the facilitator anyway, its’s about the participants and their outcomes.
8. How long have you been running these programs?
In Bloom has been around since 2015, and we’ve been building and running programs ever since. Over that time, we’ve delivered everything from short, sharp workshops through to six-month leadership journeys.
Ten years in, we’ve learned what sticks, what doesn’t, and how to make training that actually changes behaviour (instead of training that people forget before they’ve even shut their laptops). We haven’t nailed everything in the last 10 years, but we’re proud to say that our clients tend to love our product, and can happily introduce you to them so you can hear it from them directly.
9. What is your company’s story and why did you start doing this?
We started In Bloom after years in corporate leadership roles. We’d seen amazing companies struggle with wellbeing, culture, and team performance. People were burning out, leaders were overwhelmed, and “engagement” was often just a word on a survey, not something you could feel in the office.
We believed work could be different, that culture could be lived, not laminated. So we built a business around helping teams and leaders thrive, combining what we knew from our own corporate careers with tools and research that actually work.
That’s how In Bloom was born: not from theory, but from the lived reality of wanting work to be a place where people feel good and perform well. You can read more about our story here.
10. Do you have case studies or testimonials from similar organisations?
Yes and we’re always happy to share them. Over the years, we’ve worked with teams ranging from executive boards to frontline managers, across industries as varied as finance, FMCG, and not-for-profit.
We’ve collected stories of transformation, feedback from participants, and testimonials from leaders who’ve seen tangible change. Some highlight improved communication, others talk about reduced stress, and many focus on how their teams are performing better together.
And if you’re wondering about a specific industry or challenge, just ask. Chances are we’ve worked with someone in a similar situation and can share their story.
11. What types of programs do you offer (leadership, team performance, wellbeing, etc.)?
We cover four main areas: leadership development, team health, wellbeing and resilience. Within those, we run programs that help:
New managers step confidently into leadership
Executive teams build trust and alignment
Teams get better at communication, collaboration, and accountability
Individuals learn skills for resilience, focus, and stress management
Think of it like a gym for your people. Some are here to build strength (leadership), some for flexibility (team health), and some just want to stop feeling so tired all the time (wellbeing). We design the right workout for where you are.
12. How do your one-month programs differ from your six-month programs?
The short programs are like a shot of espresso: focused, energising, and designed to spark quick wins. Perfect when you want people to learn a new skill or shift a behaviour fast.
The longer programs are more like a training plan for a marathon. They build habits over time, give space for reflection, and let people practise skills between sessions. This is where deeper transformation happens: not just learning something once, but actually living it day to day.
Both have their place. Sometimes you need a boost; sometimes you need the full journey.
13. What does a typical training journey look like?
Here’s the short version:
We meet you where you are — we spend time understanding your goals and challenges.
We design the journey — choosing the right mix of workshops, coaching, and tools.
We run the sessions — interactive, practical, and never death-by-PowerPoint.
We check in — making sure what’s learned is being applied, not forgotten.
We wrap up with a bow — giving you a clear sense of what’s changed, what’s improved, and what comes next.
It’s structured enough to keep momentum, but flexible enough to adjust if life (or business) throws a curveball.
14. How do you balance theory with practical tools?
We like to think of theory as the scaffolding: it holds everything up. Theory helps bring the structure of a program together. The big framework of a program is sometimes a theory popularised by a book (that the team can read before/after), but no one wants to live inside scaffolding forever. That’s where the practical tools come in: they’re what people actually use in their day-to-day work.
So in our sessions, we’ll give you just enough theory so the “why” makes sense. Then we spend most of our time on the “how”: practising, role-playing, problem-solving, and walking away with tools you can use straight away. No one ever leaves saying, “Wow, I wish they’d given us more models on a whiteboard.”
15. Are your sessions workshops, lectures, coaching, or a mix?
Definitely not lectures. (If you wanted someone to stand at the front and talk at you for two hours, you could just go back-to-back on YouTube, or go back to Uni for that matter.)
Our sessions are interactive workshops. We design them so people get involved, share experiences, and actually practise skills. For leadership and executive groups, we often add one-on-one or small-group coaching to go deeper.
So, it’s a mix. But always with participation at the centre. The more people engage, the more they learn.
16. How interactive are your sessions?
Very. If you’re picturing people sitting in silence while someone clicks through a slide deck, you can relax: that’s not us. Our sessions are built around conversation, exercises, reflection, and a fair bit of laughter.
We know adults learn best when they’re actively involved, so we make sure everyone has a chance to speak, try things out, and connect the ideas back to their real work. You won’t be a passive passenger; you’ll be in the driver’s seat (and occasionally changing the tyres while we’re at it).
17. Can we do this training online, or only in-person?
Both. We deliver programs in-person, online, and in hybrid formats. In-person sessions are great for energy and connection, but online has the benefit of flexibility and inclusivity (no one misses out because they’re in another city).
We’ve designed our online sessions to be engaging: think breakout rooms, interactive polls, and exercises that get people involved, not just staring blankly at a screen. So whichever way you choose, you’ll still get the same quality of experience.
18. Do you offer hybrid models for teams in multiple locations?
Yes. Many of our clients have teams spread across different offices or even countries. We regularly run hybrid sessions where some people are in the room and others are online.
It does take some extra planning though. We make sure the tech works smoothly, the facilitators are skilled at bringing everyone in, and that no one feels like the “forgotten Zoom square.” The goal is simple: whether you’re in the boardroom or your lounge room, you feel equally included.
19. How do you adapt programs for executives vs. individual contributors?
We flex the content and style depending on who’s in the room. For executives, the focus is often on strategy, alignment, and leading change. We tend to do much less talking in executive sessions and act as a guide bringing in the structure. For managers, it’s about building confidence, communication, and day-to-day leadership skills. For individual contributors, it might be resilience, collaboration, or wellbeing.
The principles are the same but the application is different. We adjust the language, the examples, and the exercises so they feel relevant, not abstract. No one wants to sit through a session thinking, “This isn’t for me.”
20. Do you cover both soft skills (like communication) and hard skills (like planning)?
Yes. We believe the distinction between “soft” and “hard” skills is a bit misleading; because the so-called “soft” ones (like communication, emotional intelligence, and trust) are often the hardest to get right. Most of our training sessions tend to be on those soft skills.
Our programs always combine both. For example, a leadership program might cover practical tools for setting goals and managing performance (hard skills), alongside building trust and giving feedback (soft skills). When you put the two together, you get teams that are both capable and cohesive.
21. What results should we expect from your training?
You should expect to see real, tangible changes in how people work together. That might look like:
Leaders stepping up with more confidence
Teams communicating more openly (and actually listening)
Stress levels easing because people have better tools to manage pressure
Fewer misunderstandings and less friction in day-to-day work
Every organisation is different, but the common result is this: people start performing better because they’re more engaged, more capable, and more connected.
22. How quickly will we see changes in our team or culture?
Some shifts happen almost immediately. After a single workshop, you’ll often notice small but powerful changes. Things like people trying new ways of communicating, or managers giving feedback more constructively.
Bigger cultural shifts take longer. If your goal is something like “build a culture of trust,” that’s a journey measured in months, not days. And we’ll need to work together to make that goal more tangible for you (don’t worry we’ll help). Our longer programs are designed with that in mind: they give people time to practise, reflect, and embed the changes so they stick.
23. Do you measure ROI (return on investment) for training?
We do. BUT, here’s the honest truth: measuring ROI on training is tricky. People often want a neat dollar figure, but culture, leadership, and wellbeing don’t show up as clean line items in a spreadsheet. We don’t shy away from saying that.
What we can measure is the impact training has on performance, stress levels, engagement, and turnover, all of which ultimately affect the bottom line. Hopefully you have tools in place in company to measure these things, but if you don’t think so, we can help you here. We also work with you to define what success looks like at the start, so we can track progress against the goals you set. ROI in training isn’t always about numbers; it’s about seeing real change in how your people show up and perform.
24. How do you track progress during and after a program?
We keep it simple because simple works. The best way to track progress is often through surveys before, during, and after the program. They give us (and you) a clear picture of shifts in confidence, behaviour, and team dynamics.
We combine those surveys with check-ins and feedback from participants about what’s working and what’s being applied. It doesn’t need to be complicated; the point is to capture real change in ways people can recognise and describe. That way, you’re not guessing whether the training had an impact you can see it.
25. How do you make sure learnings “stick” after training ends?
This is the big one, because no one wants a “great day out” that’s forgotten by Monday. We focus on building habits, not just sharing ideas. That means:
Practical tools people can use straight away
Reflection exercises that embed the learning
Follow-up touchpoints to keep momentum
Encouraging managers to reinforce and model the behaviours
We’ve learned that training sticks when it becomes part of everyday work, not something that lives in a workbook collecting dust on a shelf.
26. Do you provide tools or resources we can keep using afterwards?
Yes. Nobody leaves empty-handed. Every program comes with practical tools you can use long after the sessions are done. Think templates, reflection exercises, simple frameworks you can apply on the job, and of course a summary of things you learned about.
We design them so they’re easy to grab in the moment. Stressed before a big meeting? There’s a breathing exercise for that. Need to run a team check-in? There’s a framework for that too. The goal is that our tools don’t gather dust in a folder; they actually get used.
27. Can you share examples of measurable impact you’ve achieved with clients?
Absolutely. We’re proud of the results our clients have seen. Here are a few examples:
Improved communication and reduced conflict: One team reported a 40% drop in workplace conflicts after a three-month program, simply because people had a shared language for feedback and collaboration. Meetings went from tense stand-offs to productive conversations.
Leadership confidence: In a leadership development journey, 8 out of 10 managers reported feeling significantly more confident leading their teams. Their direct reports backed it up, saying they noticed clearer direction and more consistent feedback.
Wellbeing and stress reduction: In resilience workshops, participants consistently report reductions in perceived stress levels (in some cases by more than 30%) after applying simple tools for managing pressure, and the RFA 6-part framework.
Employee retention: One organisation struggling with high turnover found that after running a six-month leadership and wellbeing program, their retention rates improved, saving them significant costs in recruitment and onboarding.
Culture shift: A senior executive team we worked with moved from siloed, slow decision-making to faster, more aligned outcomes. Within six months, their employee engagement survey scores jumped by double digits.
And here’s the key point: we don’t just tell you these stories and expect you to take our word for it. If you’d like, we can connect you directly with our clients so you can hear about their experience firsthand. We’re confident enough in what we do to let our customers speak for us.
28. What’s the biggest transformation you’ve seen in a client?
One of our favourites was a leadership team that came in barely speaking to each other. Meetings were tense, decisions dragged, and people were stuck in their own silos. By the end of a six-month program, they weren’t just working together (with offsites every quarter), they were actually enjoying working together. They were making faster decisions, communicating openly, and even laughing again.
It was like watching a workplace soap opera turn into a sitcom. Less drama, more collaboration. And importantly: results that lasted.
29. Will this training actually improve performance, or just make people feel good?
Both. We believe people perform better when they feel good, for us it’s not one or the other. Sure, there are plenty of “feel-good” programs out there that give people a nice day but change nothing at work. That’s not us.
Our training gives people practical tools that improve communication, leadership, and wellbeing. Feeling better is the fuel; performing better is the outcome. And the two go hand in hand.
30. How do you handle sceptical employees who don’t want training?
We get it that not everyone walks into training excited. Some people are sceptical, some have had bad experiences before, and some just don’t like being told to “share their feelings.”
We don’t force people into uncomfortable icebreakers or put anyone on the spot (well, rarely!). Instead, we make the sessions practical, respectful, and engaging. Most sceptics soften once they realise we’re not here to waste their time. We’re here to give them tools that actually make their work (and life) easier.
And yes, we’ve even had the classic eye-rollers tell us afterwards, “I didn’t think I’d get anything out of this, but I actually did.” That’s a win in our book.
31. How do we know if our team really needs training?
The short answer: if you’re asking this question, you probably do.
The longer answer: training is worth considering if you notice things like…
Leaders struggling to manage or inspire their teams
Communication breakdowns or recurring conflict
Stress levels climbing and morale dipping
Projects stalling because of poor collaboration
A sense that people are “busy” but not productive
Please don’t wait for a crisis. Training isn’t just for fixing problems; it’s also for levelling up good teams so they become great.
32. How do you decide which program is the right fit for us?
We don’t just pull something off the shelf. We start with a conversation about your goals, your pain points, and the change you want to see. From there, we design or adapt a program that fits. We realise you will likely have something in mind, sometimes we will go straight with your idea, and other times we will challenge you.
It’s a bit like tailoring a suit. Yes, there’s a base pattern, but we adjust it to fit your shape. Otherwise, you’d end up with sleeves that are too long or trousers that drag on the floor, and nobody wants that.
33. Can you design a program around our specific challenges?
Yes. In fact, that’s our sweet spot. Every company has its own quirks, history, and hot buttons. We design programs that address your real-world challenges, not some generic case study from another industry. We will be honest though that there may be things out of our domain expertise. If so, we will tell you and may be able to provide recommendations to other training organisations.
But in general, we are very capable here and do custom programs very well. For example, if your issue is silos, we’ll create exercises that build trust and break down barriers. If stress is the big one, we’ll focus more on resilience and wellbeing. The point is: the program feels like it was built for you, because it was.
34. What if our managers are at very different levels of skill and experience?
That’s normal. In fact, when is this not the case? Rarely do you have a group where everyone is at the exact same stage. We design sessions so they’re valuable whether you’re brand new to management or you’ve been at it for years.
In practice, this means mixing group learning (where everyone benefits from each other’s perspectives) with breakout discussions or individual coaching that lets people go deeper at their own level. Beginners learn from veterans, and veterans are reminded that even the basics matter. Win–win.
35. How do you deal with team conflict during training?
We don’t sweep it under the rug. If conflict shows up, we treat it as an opportunity to learn. Our facilitators are skilled at creating a safe environment where tricky issues can be aired respectfully.
We also lean on Pat Lencioni’s Five Dysfunctions of a Team model, which highlights that healthy teams need trust at the foundation and from that trust comes the ability to have productive conflict. The idea isn’t to avoid disagreement, but to engage with it in a way that strengthens relationships and sharpens decisions.
So when conflict pops up in training, we frame it as practice: a chance to test what productive conflict looks like, to build trust, and to walk away with skills you can use back at work. In other words, it’s not a disruption to the program: it is the program.
And yes, there may be awkward silences at first, but those silences often mark the starting point of genuine change.
36. Will the program fit with our existing HR or L&D initiatives?
Yes. We’re not here to bulldoze your existing work; we’re here to build on it. Think of us as an extension of your HR or L&D team.
If you already have leadership frameworks or values in place, we’ll weave our content around them so it feels joined-up, not like a random bolt-on. For example, if your business already uses Stephen Covey’s 7 Habits language, we can build on that so participants hear continuity rather than contradiction.
Our goal is to complement, not compete. (Nobody needs “duelling frameworks” causing more confusion.)
37. Do you align training with company values and strategy?
Absolutely. If your company values say one thing but your culture shows another, training is the perfect chance to close that gap. We’ll take the values off the poster on the wall and help people live them day-to-day.
We also link training to strategy. If your goal is innovation, we’ll focus on psychological safety (Amy Edmondson’s work shows that people only share new ideas when they feel safe). If your goal is efficiency, we’ll work on clarity, trust, and accountability.
That way, training isn’t a “nice-to-have.” It’s a driver of the bigger picture you’re aiming for.
38. How do you adapt programs for different cultures or international teams?
We know that what works in Sydney doesn’t always land the same way in Singapore, San Francisco, or São Paulo. Cultural context matters.
We adapt our style, language, and examples to respect local norms while keeping the essence of the training the same. For example, some cultures are more reserved in group discussions, so we’ll design activities that allow quieter voices to contribute without feeling put on the spot.
Carol Dweck’s work on growth mindset is a great example: the concept is universal, but how you teach it looks different depending on cultural norms around failure and success. We flex accordingly.
39. What if we only have a small team — is training still worthwhile?
Yes and sometimes even more so. Small teams often feel the impact of culture and communication issues more intensely because there’s nowhere to hide. The good news is that small teams can also shift and improve faster.
Training for a small group can feel more like coaching: it’s intimate, personalised, and everyone gets plenty of airtime. The return on investment can be huge because the ripple effect of even a small change is felt immediately.
Think of it like turning a speedboat versus an oil tanker; small teams can change direction quickly, and training gives them the engine upgrade.
40. Can we start small with a pilot before committing to a big program?
Yes. In fact, we often recommend it. Pilots let you “try before you buy”. You see how we work, your people experience the training firsthand, and you get to measure the impact before rolling it out more widely.
We design pilots to give you meaningful results, not just a taste. That way, you’re not guessing whether it’ll work at scale, you already know. But you also want to be honest with yourself though that a pilot won’t solve the entire problem; it will be an opportunity to gather feedback and improve the entire program after.
It’s the same reason you test-drive a car before you sign on the dotted line. You wouldn’t buy a car based only on the brochure, and training should be no different.
41. How many people can take part in a program at once?
It depends on the program. For workshops, we usually say 10–20 people is the sweet spot. This size is small enough that everyone gets involved, big enough that you get diverse perspectives.
For larger groups, we can absolutely scale up, but we’ll often use multiple facilitators or break people into smaller groups so it stays interactive. Think of it like a dinner party: 12 people and everyone can talk; 60 people and you’ll need breakout tables if you don’t want chaos.
42. How often do sessions run, and for how long?
Most sessions run between 90 minutes and half a day. Long enough to dive deep, short enough that people don’t start daydreaming about their inbox.
As for frequency, it depends on your goals. Some teams meet weekly for a month, others monthly for six months. We’ll design a cadence that keeps momentum but doesn’t overwhelm. (Nobody wants “training fatigue” on top of meeting fatigue.)
43. Can training be scheduled around shift workers or busy executives?
Yes. We know calendars are the real battlefield in most organisations. We’ve run sessions at dawn for shift teams, over lunch hours, and late afternoons when the chaos of the day settles.
For executives, we design short, sharp sessions that respect their time but still land the key points. Stephen Covey said, “The key is not to prioritise what’s on your schedule, but to schedule your priorities.” We agree. So we make it as easy as possible to fit training into the reality of your world.
44. What does the onboarding process look like?
Onboarding is simple (we promise). Here’s what usually happens:
Kick-off conversation — we talk about your goals and challenges.
Design — we put together a tailored program outline.
Setup — we handle the logistics (dates, facilitators, materials, tech).
Pre-work — sometimes a light-touch survey or reflection so participants arrive warmed up.
That’s it. We don’t drown you in forms or endless prep. It’s more like welcoming a new teammate than signing a new supplier. Smooth, human, and straightforward.
45. What resources do we need to provide (venue, tech, materials)?
Not much. For in-person sessions, we usually just need a room big enough for people to move around a bit (think “comfortable meeting room,” not “tiny broom cupboard”). A whiteboard or projector is handy, but we can adapt if needed.
For online or hybrid, a decent internet connection and Zoom/Teams access is enough. We bring the slides, exercises, and materials. You just bring the people.
46. Do participants need to prepare anything before starting?
Sometimes. It’s up to you really. We like pre-program work, but have to empathise with how busy everyone is nowadays. If we’re running a leadership journey or a longer program, we might ask participants to complete a short survey or reflection exercise. Nothing scary: just a chance to think about their current challenges so they get more out of the session.
For most workshops, though, all they need to bring is themselves, an open mind, and maybe a coffee. (We’ve learned coffee is a non-negotiable for some people.)
47. Can sessions be recorded for those who miss them?
Yes, especially for online programs. We can record sessions and share them securely so people who miss out can catch up.
That said, we always recommend showing up live if possible. The magic happens in the interaction, not the playback. Watching a recording of a lively discussion is a bit like watching a replay of a football game when you already know the score. Useful, but not the same.
48. What happens if someone drops out mid-program?
Life happens: people get sick, they children miss daycare, projects blow up, priorities shift. If someone drops out, we’ll work with you to make sure they don’t miss out completely. That might mean giving them catch-up resources, adding a one-on-one coaching session, or simply folding them back in at the next module.
We don’t penalise people for being human. The point is to keep them in the loop, not punish them for bad timing.
49. How much do your programs cost?
It depends on the scope: length of program, number of participants, number of facilitators, and whether it’s in-person or online. What we can say is this: we’re not the cheapest provider out there, and we’re not the most expensive either.
Our pricing reflects the fact that you’re getting experienced facilitators, tailored design, and a program that creates lasting impact. If you’re looking for “tick the box” compliance training, that’s not us. If you’re looking for training that actually changes how people work and feel, we’re good value.
(And yes, we’ll always be upfront about costs before you commit; no nasty surprises hidden in the fine print.) You can find more about our prices on our home page also.
50. Do you travel to facilitate sessions?
Yes and we love it. Travel is part of what we do, and it helps us meet clients where they are.
Australia and New Zealand: This is our backyard. Being based in Sydney means anywhere in AU or NZ is straightforward. We’re used to hopping on a plane and being in your boardroom or training space the next morning.
Rest of the world: Absolutely possible. Travel fees are a bit higher, but here’s the thing: we already deliver in-person sessions in Colorado, the US Midwest, and across Europe. Chances are, we may already be in your region at some point during the year. If you’re considering a program, just ask. We might be able to line up travel in a way that reduces costs.
Why it matters: Being in the room with your people creates a different kind of energy. The small interactions before the session, the group dynamics, the laughter when someone shares a very real workplace story: all of that lands more deeply face-to-face. We’ll never say online can’t work (it does, and we’re good at it), but sometimes being physically present adds that extra spark.
And if you’re global: Many of our clients are. We’ll often mix formats. Delivering in-person for one location and running virtual sessions for others so everyone gets the same quality experience without blowing the travel budget.
Bottom line: if you want us in the room, we’ll find a way to make it happen. Whether that room is in Sydney, Auckland, Denver, or Düsseldorf.
51. Will you submit or respond to a tender process?
Yes we’re happy to.We’ve met some of our longest-standing, happiest customers through tender processes. They can be a great way to show you exactly what we offer, compare us fairly with others, and make sure you’re choosing the right partner.
That said, we don’t respond to every tender that comes our way. Some have expectations that simply don’t line up with the level of quality and impact we want to deliver. Some tenders feel designed to squeeze as much as possible (not yours of course!) into the smallest possible budget, we know from experience that it doesn’t serve the client or the participants in the long run.
Our focus is on building programs that create real change, not ticking boxes at the lowest cost. So if your tender aligns with that spirit, we’ll absolutely put our hand up. If it doesn’t, we’d rather step aside than deliver something we can’t stand behind with pride.
52. How much notice do you need to start a program?
We can usually get things moving faster than you’d expect. For a single workshop, a few weeks’ notice is often enough. It depends on the level of customisation you want of course. For a longer leadership or team journey, we like a little more breathing room (say 4–6 weeks) so we can design it properly, coordinate schedules, and make sure the experience feels seamless.
That said, we’ve also been called in at short notice when a team needed support yesterday. If that’s you, talk to us. We’d rather help quickly than leave you hanging.
53. Can you run sessions across multiple sites at the same time?
Yes. If you’ve got teams spread across different locations, we can run parallel sessions; either with multiple facilitators in person, or by mixing in-person and online delivery.
We’ve done this plenty of times for organisations with sites in different states (and even countries). The key is consistency: everyone gets the same quality experience, no matter where they are. Think of it as “synchronised learning,” minus the sequined costumes.
54. Do you provide catering or should we organise our own food/coffee?
We leave catering in your capable hands. You know your people’s tastes, budgets, and dietary quirks better than we do. That said, we’ll always encourage you to provide coffee, water, and maybe something to nibble on: because nobody learns well when they’re running on empty.
(There’s actually research to back this up: glucose levels affect concentration. In other words, a muffin break is basically science.)
55. What happens if we need to reschedule a session?
Life happens. Projects blow up, executives get pulled into urgent meetings, or the office suddenly decides today is the perfect day for a fire drill. If you need to reschedule, we’ll work with you to find a new date.
We do appreciate as much notice as possible (our facilitators also have lives, families, and the occasional Pilates class). But we’re flexible; the goal is to make sure the training happens, not to punish you for having a busy calendar.
56. Do you provide certificates or official recognition for participants?
Yes we can do that in multiple ways. For some organisations, certificates are important for internal recognition or CPD (continuing professional development). If that’s you, we’ll happily create them. And for some our programs, it’s not just a “nice-to-have”; it’s official. For example, Mental Health First Aid (MHFA) and Resilience First Aid (RFA) are both accredited certifications. To earn those, participants need to complete the training and successfully pass a short test at the end.
That said, we like to joke that the real certificate is when someone’s team says, “Wow, you’ve really stepped up as a leader.” That’s the kind of recognition that sticks to your reputation longer than a PDF in your inbox.
57. What if people are resistant to training or “too busy” to engage?
Ah yes, the classic: “I don’t have time for this.” We hear it a lot. Well, often it’s not said, it’s more something we pick up in the non-verbal cues of a participant. The truth is, those are often the people who need training the most.
Our job isn’t to lecture or guilt-trip anyone. We design sessions to be practical, relevant, and — dare we say — enjoyable. Most sceptics come around once they realise we’re not there to waste their time. In fact, we often hear, “I thought this would be a box-ticking exercise, but I actually got a lot out of it.”
And if someone really doesn’t want to engage? That’s okay too. Sometimes just being in the room plants a seed that grows later.