Refer Us
If someone you know is carrying something we could help with, this is how to put us in touch.
Thank you for thinking of us
The work we do reaches new people almost entirely through the people we already know. Referrals are how we build a practice we can stand behind. They are also how the leaders who need this work find us through someone they already trust.
If you have read something we have written, sat in a session with us, or worked through your own version of the work, and someone has come to mind while you were reading, this page is for you.
Who We Work Best With
We work best with leaders who are ready to look at how leadership behaviour shapes their work, not just what gets delivered. That looks different at different levels.
Boards moving from structural governance to behavioural governance. Executive teams who know the way they have always navigated complexity is no longer enough. HR and People leaders who want to build something that actually holds. Individual leaders carrying a load they have not been able to put down. And organisations that want a culture they can describe, not just one they hope is happening.
If someone you know fits one of those, the conversation is worth having.
What To Listen For
Sometimes the clearest signal that someone needs this work is in the way they describe what they are carrying. The frustration. The tiredness. Or the quiet that comes when someone has shut down stopped trying to explain it.
Things people actually say:
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"I am so over it. Nothing changes no matter what we do."
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"I cannot keep doing this. I am exhausted and no one sees it."
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"We have spent a fortune on training and we are still having the same conversations."
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"I do not know how to pull people up without it becoming a whole thing."
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"Honestly, I have stopped caring. I just need to get through the next three months."
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"I am holding the whole thing together and I do not know what happens if I stop."
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And sometimes it is what they do not say. The friend who used to talk about work and now does not. The colleague who has gone quiet in meetings. The leader who used to push back and now just nods.
If any of that sounds like someone you know, you have probably already thought of them.
How to Make the Introduction
The simplest way is to ask the person first whether you can put them in touch. Permission-first introductions are kinder on both sides. They do not put your friend on the spot, and we are not landing in someone's inbox unannounced.
Below is a template you are welcome to use, adjust, or ignore entirely. If your own words are better, use yours. The point is the relationship, not the format.
Email Template Option
Subject: A quick introduction
Hi [name],
I have been thinking about the conversation we had about [the situation, the team, the load you are carrying]. It made me think of Julie Gillespie and Emma Schneider at Well-Led Workplaces.
They work with leaders and organisations on how leadership behaviour holds up under pressure. The reason I am thinking of you is [one sentence on what you noticed or what they said].
Can I introduce you to them? There is no obligation. They start with a conversation, not a pitch, and they will be straight with you about whether what they do is a fit for what you need.
[Your name]
What Happens Next
Once they say yes to the introduction, send a second email with us copied in. One of us will reach out within a couple of days to suggest a time to talk.
The first contact is a real conversation. We listen, we ask questions, and we work out together whether this is the right fit, for them.
If it is, we map the next step. If it is not, we say so, and we point them somewhere more useful if we can.
That is the same way we treat everyone who comes through this door. People you refer to us are treated as people who matter, because they came through someone we already trust.
One More Thing
If you are unsure whether to refer someone, or you want to talk it through first, just send me a message. I would rather have the quiet conversation with you than have you wonder whether to make the introduction.
If it would help your friend to see the work in context first, our Case Studies show how the system holds in real conditions. Once they are ready, the email is the place to start.
Thank you for trusting us with the people you care about. We do not take that lightly..
Julie