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Consulting & Capability Building

Leadership and organisational development that connects the individual to the system

Many providers focus on either coaching individuals or redesigning organisations.

BBS works at the intersection: we help individuals strengthen their leadership and career choices while helping teams and organisations create the conditions in which people can perform effectively.


Coming together is a beginning.

Keeping together is progress.

Working together is success.” Henry Ford

Services

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Free Introduction call

Book a free introduction call to explore your needs and challenges in a confidential setting.

Whether you’re looking to develop leaders, boost team effectiveness, navigate organizational transformation, secure fractional leadership support, enable your digital & AI portfolio, drive change, or scale our programs for leaders and teams, we’ll use this conversation to clarify your priorities and co‑design a fully personalized proposal for you.

Book a call:
https://calendly.com/christophe-gardes-businessboostservices/30min

Leadership BOOST - Foundations

From expert contributor to confident people leader

Being promoted into management changes the nature of success.

The knowledge and determination that helped someone succeed as an individual contributor remain valuable—but they are no longer enough. New leaders must learn to create clarity, build trust, delegate responsibility and deliver results through others.

Leadership BOOST - Foundations provides practical, context-specific support for that transition.

Button: Discuss a first-time leader programme

Is this challenge familiar?

New managers often find themselves:

  • Continuing to do too much of the technical work

  • Solving problems that team members could resolve

  • Avoiding difficult feedback or accountability conversations

  • Delegating tasks without transferring genuine ownership

  • Struggling to balance support with appropriate challenge

  • Managing former peers

  • Feeling responsible for every decision

  • Caught between senior expectations and team needs

Without support, these patterns can create overload for the manager and dependency within the team.

What participants develop

The programme can help new leaders:

  • Define their leadership role and priorities

  • Shift from personal delivery to enabling team performance

  • Delegate outcomes, authority and accountability

  • Set clear expectations

  • Give timely, constructive feedback

  • Coach team members without taking over

  • Navigate conflict and difficult conversations

  • Build trust and psychological safety

  • Manage stakeholders and competing demands

  • Develop sustainable leadership routines

How it works

Leadership BOOST - Foundations can be delivered as:

  • A structured leadership pathway

  • Leadership Knowldge Building: Leadership theories, Leading during change, Team dynamics and Business EQ

  • Individual coaching: 1 diagnostic session and 5 individual coaching sessions

  • A cohort programme with leaders to practice 5 of the most useful activities and challenges team face

  • Workshops combined with workplace application

A typical pathway may include:

  1. Context and leadership theories, Leading during change, Business EQ, Team dynamics (4h)

  2. Personal objectives and success measures (1.5h)

  3. Focused coaching or development sessions (5×1h)

  4. Real-work experiments: group session (cohorts or inedempendant leaders): 10h

  5. Reflection and feedback: 2h

  6. Sustainment plan: 1h

Organisational value

Supporting first-time leaders can contribute to:

  • Faster transition into the management role

  • Better employee experience

  • Increased accountability and ownership

  • Stronger retention of managers and team members

  • Reduced escalation and managerial bottlenecks

  • A stronger internal leadership pipeline

Leadership BOOST -Impact

Expand your leadership range and organisational impact

As responsibility increases, leadership becomes less about having the right answer and more about creating the conditions in which others can contribute, decide and perform.

Leadership BOOST supports established leaders who need to navigate complexity, influence across boundaries and deliver sustainable results through people and systems.

Button: Explore a leadership engagement

When Leadership BOOST can help

This offer is particularly relevant when a leader is:

  • Taking on a broader or more strategic role

  • Leading across functions, geographies or reporting lines

  • Working in a complex matrix

  • Managing high levels of ambiguity

  • Becoming a bottleneck for decisions or problem-solving

  • Leading organisational change or transformation

  • Seeking greater executive presence and influence

  • Preparing for a more senior role

  • Rebuilding confidence after a challenging period

  • Trying to improve team ownership and accountability

Potential areas of focus

  • Leadership identity and impact

  • Self-awareness and behavioural patterns

  • Strategic thinking and prioritisation

  • Delegation and empowerment

  • Stakeholder influence

  • Executive communication

  • Decision-making under uncertainty

  • Conflict and courageous conversations

  • Leading across organisational boundaries

  • Team effectiveness

  • Change and transformation leadership

  • Resilience and sustainable performance

How it works

Leadership BOOST is tailored to the leader’s context and may include:

  • Leadership assessments and debrief, Business EQ (2h)

  • Stakeholder feedback (3h)

  • One-to-one coaching (8×1h)

  • Group or peer coaching (2h)

  • Real-work experiments

  • Progress reviews (2×1h)

  • A final integration and sustainment plan (1h)

The emphasis is not simply on insight. Each engagement connects reflection to visible changes in leadership behaviour and business practice.

Call to action

Move from being the primary problem-solver to becoming an architect of sustainable performance.

Career BOOST

Move forward with clarity, confidence and intention

Career decisions are rarely only about the next job.

They involve questions of identity, motivation, strengths, values, ambition, risk and personal circumstances. Career BOOST creates the space and structure to examine those questions and turn reflection into an actionable direction.

Button: Discuss your career transition

Career BOOST may be right for you if you are:

  • Considering a career change

  • Deciding whether to pursue leadership, technical or specialist progression

  • Preparing for internal or external opportunities

  • Returning after a career break

  • Experiencing a loss of motivation or direction

  • Responding to restructuring or redundancy

  • Moving into a different sector or function

  • Seeking greater purpose, balance or impact

  • Preparing for an important career conversation

  • Choosing between several credible options

What we may explore

  • Your professional story

  • Strengths and transferable capabilities

  • Values, motivations and non-negotiables

  • Career patterns and assumptions

  • Possible future directions

  • Market positioning

  • Professional visibility and networking

  • Decision criteria

  • CV, profile or interview narrative

  • A practical transition plan

The outcome

Career BOOST is designed to help you develop:

  • A clearer understanding of what you want

  • Greater confidence in your professional value

  • More realistic and meaningful options

  • A compelling career narrative

  • A structured decision process

  • Practical next steps

  • Ownership of your long-term development

Outcomes: Career Compass and initial decision criteria, strengths and energy map, Best-Fit Role Profile and career scenarios

Career BOOST for organisations

Organisations can use Career BOOST to support:

  • Internal mobility

  • Talent retention

  • Leadership transitions

  • Redeployment

  • Succession planning

  • Return-to-work pathways

  • Outplacement

  • Specialist and leadership career decisions

This support can also reveal wider organisational themes, such as unclear career pathways, limited mobility or misalignment between talent strategy and employee expectations.

Connected BBS support

Career BOOST can connect with:

  • First-Time Leader BOOST for professionals moving into their first management role

  • Leadership BOOST for experienced leaders considering broader responsibilities

  • Change Management & People Engagement when restructuring affects career expectations

  • Transformation Benefits Realisation when new roles and capabilities are required

Call to action

You do not need to have the answer before beginning the conversation.

Button: Book an exploratory conversation


Change & Engagement BOOST

Turn change into understood, adopted and sustained action

Announcing a change does not make it real.

People need to understand why it matters, what will be different and what is expected of them. Leaders need to communicate consistently, listen actively and respond credibly. Managers need the confidence and tools to translate organisational messages into relevant team conversations.

BBS helps organisations connect change strategy with the experience of the people responsible for making it work.

When this offer can help

  • A transformation is being launched or accelerated.

  • Employees understand the announcement but not its practical implications.

  • Leaders are communicating different versions of the change.

  • Engagement is declining.

  • Resistance is being labelled rather than understood.

  • People managers feel unprepared for difficult conversations.

  • Stakeholders are affected differently across functions or locations.

  • The organisation needs to sustain adoption after implementation.

What the engagement may include

Change context and readiness

  • Clarifying the strategic and operational context

  • Assessing readiness, risks and dependencies

  • Identifying previous change experiences

  • Understanding the likely impact on different groups

Stakeholder insight

  • Stakeholder mapping

  • Interviews and listening sessions

  • Impact and influence analysis

  • Identification of concerns, expectations and sources of resistance

Change narrative

  • A clear and credible case for change

  • Consistent leadership messages

  • Audience-specific communication

  • Connection between organisational ambition and day-to-day work

Leadership alignment

  • Sponsor and leadership alignment sessions

  • Clarification of leadership roles

  • Preparation for visible change leadership

  • Identification of contradictory messages or behaviours

People-manager enablement

  • Manager briefings and practical toolkits

  • Guidance for team conversations

  • Coaching for difficult questions

  • Feedback and escalation mechanisms

Engagement and adoption

  • Engagement planning

  • Two-way communication channels

  • Local ownership

  • Adoption indicators

  • Reinforcement and sustainment routines

Potential outcomes

  • Greater clarity about the purpose and impact of change

  • More consistent leadership communication

  • Earlier identification of risks and resistance

  • Stronger manager confidence

  • Better employee participation

  • Improved adoption of new behaviours and practices

  • More sustainable implementation

Connections with other BBS offers

Change becomes more sustainable when leaders and teams are equipped to operate differently.

This offer can be combined with:

  • Leadership BOOST for change sponsors and senior leaders

  • First-Time Leader BOOST for managers leading change for the first time

  • High-Performing Team Development for teams adopting new structures or practices

  • Career BOOST when change affects roles, identity or career direction

  • Transformation Benefits Realisation to connect engagement with measurable outcomes

Call to action

Help people move beyond hearing about change to understanding, shaping and sustaining it.

Button: Discuss your change initiative


Team Performance BOOST

Build the conditions for collective performance

A group of talented people does not automatically become a high-performing team.

Teams perform when members share a clear purpose, understand how their work connects, make decisions effectively, address tension constructively and hold one another accountable.

BBS helps new and established teams create these conditions through focused, practical development connected to real work.

Three common starting points

Setting up a new team

Establish strong foundations before habits and misunderstandings become embedded.

Resetting an existing team

Address unclear priorities, friction, duplication, low trust or ineffective working practices.

Developing a capable team further

Help an already effective team increase its adaptability, strategic contribution and collective leadership.

When this offer can help

  • A new team has been created.

  • A leader has inherited an established team.

  • Functions or departments have been reorganised.

  • A cross-functional team must deliver a critical objective.

  • Roles and responsibilities overlap.

  • Decisions are frequently escalated.

  • Meetings consume time without moving work forward.

  • Trust or constructive challenge is limited.

  • Performance depends too heavily on the team leader.

  • The team must operate differently following a transformation.

Areas of focus

Purpose and value

  • Why the team exists

  • Who depends on its work

  • The value it must create

  • How success will be recognised

Priorities and outcomes

  • Shared objectives

  • Strategic and operational priorities

  • Critical dependencies

  • Trade-offs and resource choices

Roles and contribution

  • Role clarity

  • Complementary strengths

  • Boundaries and interfaces

  • Individual and collective accountability

Decision-making

  • Decision ownership

  • Consultation and escalation

  • Appropriate speed and inclusion

  • Transparency of decisions

Relationships and trust

  • Psychological safety

  • Constructive challenge

  • Feedback

  • Conflict resolution

  • Cross-cultural and cross-functional awareness

Ways of working

  • Meeting discipline

  • Communication norms

  • Collaboration routines

  • Information flow

  • Continuous learning

A typical team journey

  1. Discover
    Understand the team’s context, mandate, stakeholders and current dynamics.

  2. Diagnose
    Identify strengths, gaps and patterns affecting performance.

  3. Align
    Create shared clarity around purpose, priorities, roles and success.

  4. Design
    Agree practical working principles, decision rights and routines.

  5. Apply
    Test new behaviours through real work.

  6. Review
    Evaluate progress, address obstacles and reinforce effective practices.

  7. Sustain
    Establish ownership and routines that continue without external support.

Team Clarity Session: Diagnostic preparation and one facilitated team day €5,000–€7,500

Team Foundations: Diagnostic, two workshops, team charter, objectives and RACI €10,000–€16,000

Team Effectiveness Journey : 8–12 weeks, workshops, coaching, roadmap and operating routines €18,000–€30,000

Potential deliverables

  • Team diagnostic

  • Stakeholder insight summary

  • Team purpose and mandate

  • Team charter

  • Priority and dependency map

  • Role and responsibility framework

  • Decision-rights matrix

  • Working principles

  • Meeting and communication routines

  • Team experiments

  • Progress dashboard

  • Sustainment plan

Potential outcomes

  • Greater clarity and strategic focus

  • Improved trust and openness

  • Faster, better decisions

  • Less duplication and confusion

  • Stronger collaboration across boundaries

  • Increased ownership and accountability

  • More productive meetings

  • Reduced dependence on the team leader

  • Greater ability to adapt under pressure

Connections with other BBS offers

Team effectiveness often depends on both individual leadership and the wider organisational environment.

This offer can be combined with:

  • First-Time Leader BOOST for a manager establishing their first team

  • Leadership BOOST for the team leader or leadership-team members

  • Change Management & People Engagement when the team is forming around significant change

  • Transformation Benefits Realisation for programme and cross-functional teams

  • Career BOOST when changing roles require professional repositioning

Call to action

Create a team that can think, decide and perform together—not simply report to the same leader.

Button: Discuss your team

Transformation Impact BOOST

TRANSFORMATION BENEFITS REALISATION

Unlock the full benefits of your transformation

A transformation is not successful simply because milestones have been completed, a new structure has been launched or a new system has gone live.

Success is achieved when the organisation works differently—and when those differences produce the intended value.

BBS helps organisations close the gap between transformation design, implementation, adoption and sustainable benefits.

Why transformation value is often lost

Transformation benefits can be limited when:

  • The strategic ambition is not translated into operational reality.

  • Programme milestones become more important than business outcomes.

  • Leaders are not aligned around priorities and trade-offs.

  • Workstreams operate independently.

  • Accountability for benefits is unclear.

  • New structures are introduced without changing behaviours.

  • Managers and teams are insufficiently involved.

  • Decision-making is too slow.

  • Employees experience competing initiatives.

  • Adoption is assumed rather than measured.

  • The organisation returns to familiar practices after launch.

The result is often transformation activity without equivalent organisational impact.

What BBS helps connect

Strategic intent

What the transformation is expected to achieve and why it matters.

Leadership alignment

How leaders sponsor, model and reinforce the required changes.

Workstream coordination

How programme activities and dependencies contribute to shared outcomes.

Team effectiveness

How teams collaborate, decide and deliver across organisational boundaries.

People engagement

How those affected understand, influence and adopt the change.

Benefits ownership

Who is accountable for each benefit and how progress will be recognised.

Sustainment

How new practices become part of normal operations.

When this offer can help

  • A transformation is entering implementation.

  • Delivery is progressing, but business value remains unclear.

  • Multiple workstreams compete for attention.

  • Leadership alignment is inconsistent.

  • Teams are unclear about roles, decisions or dependencies.

  • New processes or systems are not being adopted consistently.

  • Programme activity is high, but organisational momentum is low.

  • Intended benefits have no clear operational owner.

  • A transformation needs to be reset.

  • The organisation is preparing to transition from programme delivery to business ownership.

A typical engagement

1. Clarify the transformation promise

  • What value should the transformation create?

  • For whom?

  • Which capabilities or behaviours must change?

  • What evidence would demonstrate progress?

2. Assess implementation reality

  • Leadership alignment

  • Workstream coordination

  • Stakeholder engagement

  • Team readiness

  • Decision-making

  • Adoption

  • Benefits ownership

  • Competing priorities

3. Identify the critical gaps

We distinguish between technical delivery issues, leadership challenges, team dynamics and broader organisational barriers.

4. Align leaders and workstreams

We help establish shared priorities, decision principles, dependencies, escalation routes and ownership.

5. Mobilise teams and stakeholders

We connect transformation objectives with the work, choices and behaviours of those responsible for implementation.

6. Track benefits and behavioural evidence

We establish practical indicators that show whether the transformation is becoming operational reality.

7. Embed and sustain

We transfer ownership to the business and reinforce the routines required to maintain progress

Potential deliverables

  • Transformation health check

  • Leadership alignment map

  • Benefits map

  • Stakeholder and dependency analysis

  • Decision and accountability framework

  • Workstream alignment sessions

  • Team effectiveness interventions

  • Adoption and behavioural indicators

  • Governance recommendations

  • Benefits ownership framework

  • Sustainment roadmap

Potential outcomes

  • Clearer links between transformation activity and business value

  • Stronger executive sponsorship

  • Better coordination across workstreams

  • Faster decisions and escalation

  • Clearer accountability for benefits

  • Increased team and stakeholder ownership

  • Better adoption of new systems, processes and behaviours

  • Earlier identification of implementation risks

  • More sustainable transformation outcomes

Connections with other BBS offers

Benefits realisation is supported through:

  • Leadership BOOST for transformation sponsors and workstream leaders

  • First-Time Leader BOOST for managers implementing change locally

  • Change Management & People Engagement to strengthen understanding and adoption

  • High-Performing Team Development to improve programme and cross-functional team performance

  • Career BOOST where transformation creates new roles, expectations or career pathways

Call to action

Move from delivering transformation activity to realising sustainable organisational value.

Button: Discuss your transformation


Fractional Transformation / PMO / OD Leadership

Senior expertise on tap – without adding headcount

What it is
Part‑time senior leadership support for critical transformation, change or strategic initiatives when you don’t have, or don’t want to hire, a full‑time senior role.

Use this when:

  • A key transformation, strategic initiative or change management needs experienced guidance

  • Existing leaders are overloaded with day jobs

  • You want to build internal capability while delivering

Typical roles

  • Fractional Transformation Lead / Director

  • Fractional PMO Lead for a major programme

  • Senior OD / Change advisor to an executive sponsor and team

What I do

  • Shape and refine transformation, change strategy

  • Design or strengthen operating model, governance and KPIs for transfromation

  • Design and implement change management / people engagement strategy

  • Support sponsor and leadership team meetings (design, facilitation, follow‑through)

  • Mentor internal PMO, change staff

  • Keep execution on track and raise issues early

Engagement model

  • 5–20 days per month, agreed upfront

  • Clear scope, deliverables and review points

  • Flexible duration (e.g. 6–12 months)

What you get

  • Transformation and change expertise

  • Continuity and quality in critical initiatives

  • Stronger internal capability at the end of the engagement

Based on a your needs, we will develop a standard of work and make you the best possible offer !

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Get in touch today to discover how our comprehensive solutions can support your upcoming strategic challenges.

Book a free consultation using the following link:

https://calendly.com/christophe-gardesbusinessboostservices/30min