The Future Kind

Most team decisions fall apart in the last 10%. Everything sounds good in the meeting: “We should collaborate more.” But… who’s doing it? By when? What’s the actual next step? The Last 10% framework turns good intentions into actual outcomes. ✔️ What exactly needs to happen? ✔️ Who’s responsible? ✔️ What’s the deadline? ✔️ How will we check in? Want to chat about how the Last 10% can help you and your team get real clarity (and actually follow through)? Let's talk 👉 https://lnkd.in/eNW46_sm

We see you. You’re doing your best to create a healthy team culture, but it’s hard to know what’s working. Or where to focus. Or whether it’s even landing. Enter our Co-Pilot service. Our hands-on, side-by-side service for teams who want to build strong culture and structure without the cost (or commitment) of a full-blown consultancy project. We embed alongside you - helping you design, test, and embed the systems, rituals, and habits that actually bring your culture to life. This isn’t a one-off workshop or a Google Doc you’ll never open again. It’s ongoing support from someone fully in the loop and totally on your side - making culture feel lighter, clearer, and genuinely doable. What you get: ✅ A stealth (and budget-friendly!) culture sidekick who works behind the scenes ✅ Hands-on help building your team’s operating system ✅ Regular working sessions that actually move things forward ✅ Strategic advice, templates, and tools that make culture visible ✅ Unlimited async Slack support - so you’re never stuck solo Because culture work is real work. We just make it feel lighter, clearer, and actually doable. Want to know more? Let's chat 👉 https://lnkd.in/eNW46_sm

According to CITE Research, 70% of employees say they’d be more productive if they felt more connected to their team. (Which checks out. You can’t build a high-performing culture if no one’s even spoken IRL.) A Future Kind offsite isn’t just a day in the countryside with nice food and a pile of post-it notes. It’s space to zoom out, get honest, and figure out how to work better together - not just harder. It’s where trust is built, strategy gets clarified, and culture becomes something you do, not just something you say. Whether your team’s growing fast, feeling disconnected, or just ready to reset - an offsite can be the spark that shifts everything. We design offsites that make the most of your time together. No fluff. No trust falls. Just real culture work. Find out how 👉 https://lnkd.in/eHVuYCtg

Your values? Aspirational. Your team? Running on fumes. Your culture deck? Gathering dust somewhere in Notion. If any of this feels familiar, it’s probably time to get everyone in a room. Culture work doesn’t stick through vibes alone. You need space to talk, realign, and actually feel like a team again. We design brilliant offsites. Clarity. Connection. Culture that actually works. Let's talk 👉 https://lnkd.in/eNW46_sm

Someone smashed it in their role, so you gave them a team. But being a great individual contributor doesn’t automatically make you a great manager. (And “just figure it out” isn’t a leadership development strategy.) We see a lot of accidental managers - talented, well-meaning people who’ve been promoted with zero support on how to actually lead. That’s what this week's FREE Packed Lunch session is all about. We’ll cover: → Why high performers struggle when they move into management → What real support for new managers actually looks like → Practical steps to help your team lead (and not just cope) Perfect for founders, heads of people, team leads - or anyone who’s been handed a team and told “good luck.” This Wednesday 9th July, 12-1pm Sign up here 👉 https://lu.ma/sij52866

If your team’s dragging their heels on a new way of working, it doesn’t mean they’re difficult. It means you might be skipping the actual work of managing change. Because change isn’t a switch. It’s a process - and a messy, very human one at that. Enter: The Change Curve. (And, unsurprisingly, it doesn’t go straight from “announcement” to “everyone’s totally onboard.”) People move through shock, denial, frustration and low morale before they even begin to engage. And if you don’t support them through that dip? They’ll get stuck there. Fast. Better change management means: – Acknowledging the dip, not avoiding it – Giving people space to react (yes, even the messy bits) – Modelling the change from the top down – Creating room to practise, experiment, and build back trust You can’t skip the curve. But you can design for it. We help teams manage change in a way that actually works - emotionally, practically, and culturally. Want support to make your next shift stick? Let’s talk. https://lnkd.in/eNW46_sm

It costs around £25K to get someone to full productivity in a startup. Not in a neat invoice. Not all at once. But by the time you’ve onboarded them, supported them, trained them, and made space for them to find their feet? That’s the investment - whether you’ve clocked it or not. And if your ways of working don’t work for them? That’s a lot of time, energy, and money walking out the door. We get it. Early-stage teams often need unicorns who can do a bit of everything. But that only works if your culture and systems are set up to support those people to thrive - not burn out or bounce. Retention isn’t a vibes-based hope. It’s a design decision. (Luckily if you want help designing one that sticks, that's what we do!) Natalie Pearce spoke to Sina Sadrzadeh about this on The Millennial Entrepreneur podcast, listen to the full episode here 👉 https://lnkd.in/ebU5aa2G

Most managers aren’t trained. They’re promoted. One minute they’re smashing their everyday role. The next they’re expected to handle team tension, lead change, spot burnout, and “own the culture” - often with no guidance at all. That’s what we’re digging into in our next Packed Lunch: Turning Accidental Managers into Actual Leaders. We’ll share what support actually helps new (and not-so-new) managers feel confident leading people - not just surviving the role. Sound like someone on your team? Or maybe… you? 👀 We'll see you at midday on July 9th. Sign up at the link in the comments 👇

Just because someone’s great at their job doesn’t mean they know how to lead. And yet… high performers get promoted every day into management roles without any actual training. One minute they’re smashing targets - the next, they’re expected to coach, delegate, motivate, and hold the team together through a re-org. No prep. No support. Just a calendar full of 1:1s and the quiet fear that they’re getting it all wrong. The result is overwhelmed managers, disengaged teams, and a fast-track to burnout - for everyone. Let's fix that. In our next Packed Lunch session, Alicia Grimes will be digging into the messy middle: Turning Accidental Managers into Actual Leaders 📅 7th July, 12–1pm 💻 Free, virtual, and designed for people leaders who care This one’s for: → Founders, COOs, and Heads of People watching new managers flail → New(ish) managers wondering “why does this feel so hard?” → Anyone who wants to lead better - without pretending to be someone they’re not Sign up here 👉 https://lu.ma/sij52866

That feeling when everything is urgent, but nothing’s actually clear? That’s not momentum - it’s misalignment. And it’s exactly what happens when teams are moving fast without ever hitting pause. Our offsites are designed to do one thing really well: get your team on the same page. Here’s how: ✅ We help you get clear on what actually matters - and what doesn’t ✅ We build alignment around goals, priorities, and roles (no more second guessing who’s doing what) ✅ We surface the conversations that keep getting buried under Slack notifications ✅ And we leave you with a plan, not a Post-it pile Ready to turn your offsite into a strategic pivot - not just a fun getaway? (Although we promise you'll have fun too.) Let’s get your team on the same page. For real. 👉 https://lnkd.in/eNW46_sm