Workshops, keynotes and programmes
Partnering with Founders, Senior Leaders and beyond across a uniquely wide range of £0.5m agile growth businesses to £7Bn enterprises.
Who This Is For: Founders, Senior Leaders and Operators
Becoming Chosen Readiness Quiz
Leadership Workshops
AI Leadership workshop
Leadership Alignment at Speed in the AI Age Board Game
What is the Becoming Chosen Leadership Alignment Board Game?
A 90-minute facilitated session for leadership teams of 5 to 15 who have worked together long enough to test where they get misaligned under speed. For executive teams, boards, and leadership teams navigating AI-driven market change at pace.
The session uses a board game that mirrors real leadership dynamics: the constant pull between speed and rigour, the tension between functional autonomy and leadershipl-level alignment. As decision paths shorten under time pressure, the team sees in real time how priorities are interpreted across the business, by whom, and where the translation brings fraction. A structured debrief connects what happened on the board to what is happening in the business. A written summary is delivered within 48 hours.
Includes: 30 minutes pre-session preparation, 90-minute facilitated session, structured debrief, written summary within 48 hours. Delivered globally in person.
Not included: Virtual delivery or costs. Travel, accommodation, and materials recharged at cost.
For: Leadership teams who learn by doing, who want fast and direct facilitation, and who are ready to surface the alignment breaks before they cost the business.
Investment: £8,000.
Perfect if...
Your leadership team likes learning by doing under conditions that feel uncomfortably familiar because they show real-life patterns.
You want a fast-paced, surprisingly fun session delivered with direct but warm facilitation.
Your team has worked together long enough to know each other and is ready to test where fraction lies under speed.
Outcome: The team that has felt the alignment break in a room together will name it faster the next time it happens for real.
Setting your team up for success in the first 100 days
What does the First 100 Days Playbook for New Leadership Teams include?
A 100-day engagement that produces the operating system a new leadership team needs in its first 100 days. For executives and founders who have recently built a leadership team, or teams under 18 months old who are now shaping the habits, where members have not yet learned each other's decision styles, or where meetings produce status updates rather than decisions.
The engagement designs how the team will make decisions, run meetings, handle disagreement, and build the trust that lets them move at pace. Includes a virtual or in-person team session to build the playbook, Day 30 and Day 60 follow-up sessions, and 40 days of async support between sessions. The written playbook is theirs to keep and use as a reference.
Includes: Upfront team session, Day 30 and Day 60 follow-ups, 40 days async support, written playbook.
Not included: Individual coaching or team therapy. This is an operational framework engagement.
Investment: £3,500. Add-ons available for larger teams or additional review sessions.
Perfect if...
Team members have not yet learnt each other's decision styles
Meetings feel llike could be more efficient
the focus should be on establishing brutal transparency and immediate alignment because the market is moving too fast for anything else.
Outcome: A leadership team that knows how it decides, how and why it meets and what their roles look like and how accountability is measured, and how it handles friction. The first 100 days set the operating habits that will last as the business scales, and the team has a shared reference for how they work together.
What does the AI Leadership Workshop include?
A 60-minute facilitated session that gives your leadership team the confidence to apply AI in their workflow and understand their own value in an AI-shaped operating model. Drawn from being an AI advocate since 2013.
The session is structured around your team's actual job descriptions and workflows, not generic AI theory. A pre-session briefing note ensures the team arrives with shared context.
Includes: 60-minute facilitated session, pre-session briefing note. Delivered in person.
Not included: Software implementation, vendor selection, or technical infrastructure advice.
For: CEOs and leadership teams of established businesses who know AI is reshaping their operating model and want to make the first real leadership decision about it together.
Investment: £2,500 fixed fee. Add-ons available for follow-up sessions, multi-team delivery, or a written operating framework.
Perfect if...
Different members of the leadership team have different views and experiences about AI
You want your leadership team to walk the talk on AI adoption
Outcome: Your leadership team walks out aligned understanding where to apply AI, where not to, with practical and immediately applicable tips that outlast the session.
Mentoring for Leaders and Professionals
Founder and Leader Strategic Session
What does a Founder & Leader Strategic Session include?
A 60-minute working session that produces a one-page priority sheet within 24 hours.
For founders at £1m to £100m with too many competing priorities, an imminent decision that will shape the next 12 months, or a priority that has slowed.
The session maps your biggest concerns against where the business is now and where it needs to be by end of quarter/year for funding, hiring, AI, investment pressure, talent risk. The priority sheet covers what to act on this quarter, what to reprioritise, and what to start building toward now for future benefit.
Includes: 60-minute session, one-page priority sheet within 24 hours.
Not included: Ongoing advisory, implementation, or follow-up sessions (available separately).
Investment: £500.
Perfect if...
Too many things feel urgent.
Important priorities are not moving at a pace you’d like them to.
You are about to make a decision that will shape the next 12 months and want a sharper read before you make it.
You are losing sleep over funding, hiring, or AI or a priority that is top of mind and want to stop spinning.
Outcome: Clarity on next steps with actionable insights.
Founder/Leader Profile Audit
What does a Founder/Leader Profile Audit include?
A 90-minute diagnostic that produces a written Founder/Leader Profile within 48 hours. For founders and leaders at £300k to £10m who are still the primary decision-maker and need clarity on the leader they have become before their next hire.
The session maps decision-making defaults, leadership style under pressure, and the specific gap between the operator you are now and the one the next stage of the business requires. The written profile covers style, strengths, blind spots, and three priorities for the next 90 days. Part of it becomes the brief for every leadership hire you make from this point forward.
Includes: 90-minute session, written Founder/Leader Profile within 48 hours.
Not included: Team-level diagnostics or ongoing coaching (available separately).
For: Founders who are the only one making decisions, or who are about to hire into their leadership team and cannot afford to get it wrong.
Investment: £1,200.
Perfect if...
You are the only one making the decisions and you can feel that has to change.
You are about to hire your leadership team/new members and you cannot afford to get it wrong.
Outcome: The team you hire will have awareness of your priorities and complement you in a way it’s intentionally shaped.
Chief of You® Team Mentoring Programme
For leadership teams building presence and decision authority at pace
Investment: £5,000 (6-week programme)
What does Chief of You® Team Mentoring include?
A structured 6-week programme where your high performers and managers navigate the question every leader is asking: What's my value in an AI-shaped world? They build clarity on personal irreplaceability, executive presence, and decision authority, and show up with confidence in uncertain, fast-moving environments.
This is mentoring, where your team brings real challenges, decisions, and uncertainty. We work through it together, building frameworks they use immediately.
Includes:
3 x 90-minute group sessions (weeks 1, 3, 6)
Exercises to practice between sessions
Pre-programme briefing with you (leader)
Shared frameworks and decision tools
Post-programme brief (what shifted, what to focus on next)
Not included: Organisational development consulting, team diagnostics, or ongoing executive mentoring beyond the 6 weeks.
For:
Teams (5-20 people) in groups or enterprises who want to:
Move faster by aligning on personal decision authority
Build trust and clarity across the group
Navigate complexity without losing presence
Show up with irreplaceable value in an AI-first world
Outcome:
Alignment: Your team shares a language and framework for personal value and presence
Clarity: Each person understands their irreplaceable contribution and decision authority
Speed: Collaboration, action and ownership happen faster because authority is clear and presence is stronger
Culture: Trust across the group deepens through the work
Perfect if:
You've recently transformed your organisation (technical, AI, process) and your team feels uncertain
Your team is distributed or have different comfort levels with change
You're scaling and need to be more intentional about presence and decision-making
You want your team to feel empowered, not threatened, by AI and pace
What does the Rhythm of Business Cadence Design include?
A 2 to 4 week design engagement that produces a structured operating rhythm for your leadership team. For teams who want a predictable cadence that holds 80% of business as usual, leaves 10% capacity for priority shifts, and protects 10% for the urgent work only the leadership team can solve.
The current-state diagnostic maps how decisions, meetings, and reporting currently flow. The output is a structured rhythm covering weekly, monthly, quarterly, and annual cycles; aligning strategic focus, talent management, and commercial operations inside one coherent system.
Includes: Current-state diagnostic, structured operating rhythm across all cycles.
Not included: Technology implementation or change management (available as a separate engagement).
For: Leadership teams whose meetings run as status updates rather than strategic conversations, or where priorities shift constantly and the team is working harder to maintain the same forward motion.
Investment: £2,200 (design phase).
Perfect if...
Your leadership meetings feel like status updates instead of strategic conversations.
Priorities shift constantly and the team works harder to maintain the same level of forward motion.
You want to plan proactively for 80% of business as usual so you have capacity for the urgent and important.
Outcome: A rhythm the team can rely on is the cheapest way to give a leadership team back the time they need for strategic thinking.
What structure does my company need?
Operating rhythms, playbooks, and governance structures for leadership teams to cascade execution at pace, without bureaucracy.
Hiring & Onboarding Playbook
What does the Hiring & Onboarding Playbook include?
A two-week build that produces a tailored hiring and onboarding playbook for your upcoming roles. For founders at £3m to £20m hiring fast who want the next wave of hires to be 10x culture add hires for scaling the business.
The build codifies what good looks like for your upcoming roles: role scoping, interview design, decision criteria, 30-60-90 day onboarding structure, and the cultural signals every new joiner receives to make their joining a great experience. Delivered as a written playbook with a 30-minute walkthrough on completion.
Includes: Two-week build, written Hiring & Onboarding Playbook, 30-minute walkthrough session.
Not included: Recruitment, headhunting, or external search (available by referral).
Investment: £3,300.
Perfect if...
You are hiring fast and you you cannot afford to get it wrong.
You want a structure that scales with you so the system is set up for scaling, not built from scratch every time.
You want the culture add so your culture is built by each new hire.
Outcome: The hires you make in the next six months will elevate you and your business.
PMO & Programme Playbooks
Rhythm of the Business Cadence Design
What does PMO & Programme Leadership include?
Full portfolio design for decision-enhancing reporting across every strategic initiative, with transparency for progress and governance that prioritises speed & alignment. For organisations running multiple concurrent initiatives that need structured oversight without bureaucracy with a single source of truth for a timely and clear view of what is on track and where decisions are needed.
The 4-12 week engagement delivers a standardised portfolio management framework including governance structure, roles and responsibilities mapping, progress tracking, and decision-making process design. Regular portfolio health reviews include risk and dependency management with actionable insights.
Includes: Governance framework, roles and responsibilities mapping, progress tracking, reporting cadence, portfolio health reviews.
Not included: Day-to-day project management for individual workstreams and ongloing advisory, (available as part of the Chief of Staff Partnership).
Investment: Fixed project fee for framework design. Retainer available for ongoing advisory.Full visibility with decision-supporting reporting across every strategic initiative, with governance that enables speed.
Perfect if...
You are running several initiatives but lack a single, clear view of what is on track
Decision-making, accountability, transparency, decision-supporting reporting and clear roles & responsibilities alongside speed are important to you.
Outcome: Your leadership team has full visibility across all strategic initiatives, with a governance rhythm that drives accountability and consistently faster, smarter decisions.
What does strategic Fractional Chief of Staff partnership look like for complex, high-stakes work?
Life Mentor Global's most complex Fractional Chief of Staff work is delivered as embedded, long-form partnerships. These engagements are for organisations where the complexity, stakes, or scale exceed what a workshop or diagnostic can address. Custom scoped. Confidential by default.
What does Chief of Staff Partnership include?
A fractional Chief of Staff partnership that sits alongside your leadership team to co-create strategy, coordinate execution, and deliver the strategic special projects that move the organisation forward.
For CEOs, founders, and senior leaders who need someone who has already done this at scale to bridge the gap between vision and execution. It is designed for organisations scaling fast, where the leadership team is stretched beyond capacity, where strategic priorities are delayed due to lack of accountability, ownership, or friction, or where the complexity goes beyond an Executive Assistant’s remit to fix.
The partnership delivers rhythm of the business with cross-functional alignment and stakeholder management, decision-making and governance rigour for accelerated results, and strategic project ownership.
Includes: Embedded strategic delivery across agreed scope and days per week, holding accountability alongside your team, and delivering outcomes rather than recommendations.
Not included: Permanent headcount, employment contract, or HR function responsibilities.
Timeline:Minimum 3 months. Typically 6 to 12 months for full impact.
Investment:Custom, based on scope and days per week.
Perfect if...
You are scaling fast and your leadership team is stretched beyond capacity
Strategic priorities keep slipping due to lack of ownership for one person to become the connective tissue between teams
The complexity goes beyond an EA’s scope and need a senior leader to hold it all together.
Outcome: Your strategic priorities move measurably fast with clear ownership, aligned teams, and an operational rhythm that outlasts the engagement.
What does Transformation Leadership include?
Strategic structure and people-centred execution leadership for significant organisational change.
For Leaders when transformation projects feel more stressful and less organised than it should. Often focused on operational restructuring with Target Operating Model design, or post-merger integration who need a partner with experience across 21 sectors.
The engagement delivers transformation strategy and execution planning with stakeholder alignment and communication frameworks, governance structure and decision-making cadence, risk identification and proactive mitigation, and people-centred change management with regular executive reporting.
Includes: Transformation strategy and execution planning, stakeholder alignment, governance design, risk management, executive reporting. Typically begins with a 2-week diagnostic.
Not included:IT system implementation or vendor management.
Timeline:Typically 6 to 12 months depending on complexity.
Investment:Custom, based on scope.
Perfect if...
Your transformation feels way more stressful and less organised than it could be
You need a partner who has led transformation at scale and keeps people at the centre
Outcome: Your transformation delivers on its promise: teams that finish strong instead of exhausted, and results that match your original ambition.
What does a Centre of Excellence design include?
Design and build of a repeatable, high-quality execution capability across teams.
For organisations where quality and consistency varies across teams.
The engagement delivers centre of excellence strategy and design with best practice frameworks and playbooks, knowledge management and sharing systems, and a training and upskilling roadmap with milestones.
Includes:CoE strategy and design, frameworks and playbooks, knowledge management systems, training roadmap.
Not included:Technology platform procurement or IT implementation.
Timeline:Design phase 4 to 6 weeks. Build and implementation 3 to 6 months.
Investment:Custom, based on scope.
Perfect if...
Quality and consistency vary significantly across teams
Institutional knowledge lives in people's heads rather than in systems
You want to raise the bar for everyone, not just your top performers
Outcome: A self-sustaining capability hub that raises execution quality across your organisation and retains critical knowledge as your team evolves.