Organisational Consultancy
Welcome to my offer of Organisation Consultancy - working with leaders, managers, teams and the whole organisation to deliver change, development and success.
I use a systems-psychodynamic process with my clients, which enables me to delve deeper to uncover the heart of the issue and get below the surface - to the root of the presenting problem.
What is a systems-psychodynamic approach?
Systems-psychodynamic is a theory which can be applied to change and development within organisations. It’s a way of thinking that brings together the system, or the framework and structure – including its processes, mission, and division of labour – and the psychodynamic, or the people and the emotions – including the known and unknown motivations, any frictions, and how challenges are resolved.
This approach seeks to understand how people affect systems and systems affect people within an organisation, then use that understanding to enact positive and lasting change.
The Consultation Pathway
A structured yet flexible approach to uncovering unconscious dynamics, fostering clarity, and embedding lasting change.
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Step 1: Discovery – Understanding the Landscape
Before meaningful change can happen, we need to understand the full picture. Through in-depth conversations with directors, shareholders, and key stakeholders, we explore:
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What challenges the organisation is facing
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What’s been tried before and why it may not have worked
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The impact on teams, individuals, and overall performance
By gathering initial data through interviews and observations, we begin forming hypotheses about the deeper, often unconscious, dynamics at play. These insights form the foundation of a tailored proposal for intervention.
How does this help you?
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Gain an objective, expert perspective on the root causes of challenges—not just the symptoms
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Understand why previous efforts may not have worked and avoid repeating past mistakes
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Identify the real impact of leadership, culture, and structures on performance and engagement.
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Begin the process of transformation with minimal disruption to day-to-day operations.
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Step 2: Proposal & Contracting – Establishing the framework
With the initial findings in hand, we present a structured proposal outlining:
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The scope of the project
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Key areas of focus
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The methodology and approach
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Nature and timing of review sessions to ensure consultation on track, whilst guiding it in new directions as needed
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Timelines, fees, and expectations
This ensures a clear, structured approach tailored to your organisation’s needs with transparency on scope, fees, and outcomes—ensuring alignment before any commitments are made.
You’ll have confidence that you’re investing in a process designed for sustainable impact, not just quick fixes.
How does this help you?
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Clear project plan with clear deliverables and expectations
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Clear plan for evaluation and measurables for the intended outcomes.
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Flexibility to adapt and react to what comes up and is learnt from the consultation as it progresses
Step 3: In-depth Discovery -
Unlocking insight and Understanding
At the heart of transformation is clarity. Through individual interviews, leadership team workshops, and structured exercises, we create a space where:
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Leaders gain a deeper understanding of what’s really happening beneath the surface
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Employees feel heard and understood in a neutral, non-judgmental way
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Communication opens up, strengthening trust and connection
This stage is about surfacing unconscious patterns, hidden tensions, and underlying assumptions, making them visible so they can be worked through. The data collected here directly informs the next phase.
How does this help you?
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Leadership gains a true understanding of what’s happening beneath the surface—no more guesswork
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Employees feel genuinely heard, leading to increased morale, engagement, and trust
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Creates a psychologically safe environment for honest conversations, reducing workplace tension.
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Identifies the hidden factors impacting performance and relationships, providing a foundation for meaningful change.
Step 4: Co-Designing the Intervention – embedding a culture of change
Using the rich insights gained, we work collaboratively to develop targeted interventions that:
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Address the root causes of challenges, not just the symptoms
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Strengthen leadership capabilities and team dynamics
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Create structures and processes that support long-term resilience
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Establish ways to prevent recurring issues and embed positive change
This step transforms insight into action, ensuring that solutions are practical, sustainable, and aligned with the organisation’s goals.
How does this help you?
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A tailored solution that addresses deep-seated issues—ensuring lasting improvements.
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Leaders develop greater self-awareness and skills to manage team dynamics effectively.
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Establishes new ways of working that prevent recurring problems and strengthen resilience.
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Creates a high-performance culture with improved collaboration, trust, and accountability.
Step 5: Cohesion – Sustainable change
Lasting transformation requires continued support. We work alongside leaders and teams to:
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Embed new ways of working into daily practice
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Strengthen leadership resilience in navigating future challenges
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Provide ongoing support and guidance as changes take root
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Ensure accountability at all levels to maintain progress
This final stage cements the shifts made, ensuring the organisation continues to evolve, adapt, and thrive.
How does this help you?
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Ensures changes don’t fade over time but become embedded in the organisation’s culture.
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Strengthens leadership’s ability to navigate future challenges with confidence.
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Provides ongoing support to maintain momentum and avoid slipping back into old patterns.
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Creates a thriving, engaged workplace where people feel valued, motivated, and aligned with business goals.
Rachel Addley - Executive Director
My Life Films
"Leon supported My Life Films’ leadership at a pivotal time in the charity’s journey; transitioning from a slim all-hands-on-deck team to a larger group of functional specialists in order to implement a new growth strategy. His work was instrumental in shaping our new structure, helping us think through how we could best bring clarity to roles and lines of accountability across our staff, trustee and volunteer team, ensuring space for excellent day-to-day delivery alongside strategic planning. He provided thoughtful probing and considered challenge, alongside an expert perspective on organisational effectiveness which was hugely valuable."
PEOPLE + SYSTEMS = GROWTH + PERFORMANCE
What can you not expect from working with me?
By using a holistic approach to the dynamics present in both systems and people, I’m able to delve deeper and uncover a sustainable route through your challenges and turn them into opportunities for growth and development
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