Optimising Leadership – a High-Impact Accelerator for your power players and game changers

Take your leaders to the next level with our Optimising Leadership training programme. As used to inspire key decision-makers at Jordans Ryvita, Nasstar, and the NHS.

Organisations we work with

Give your leaders the gift of ‘Wow!’

Almost every successful organisation is held together by a group of top talent that is well-educated, experienced – and not easily impressed.

As a result, getting buy-in for yet another leadership training programme isn’t easy. 

Your A-players value their time so highly that whatever you offer must be transformational. It needs to promise new ways of working that are better than what’s gone before.

Why our Optimising Leadership programme will get your leaders’ attention

Most leaders fundamentally know that they haven’t yet reached peak performance. Just like the 100m superstar striving to shave one-tenth of a second of his or her personal best, your decision-makers want more.

Our Optimising Leadership programme follows our Hallmarks of High Performance framework, which was developed to help the best become better.

Refined over several years by Synaptic Potential founder Amy Brann in conjunction with leadership experts, a PhD neuroscientist and behavioural scientists, it helps fast-track the development and deployment of key skills.

How our Hallmarks of High Performance was developed

1. We started with a deep dive into a torrent of global skills reports that helped us pick out the key competencies leaders and managers need today to supercharge their performance.

2. Next, we grouped these skills according to the neural networks that underpin them.

3. Finally, we created 8 powerful new blueprints (our Hallmarks of High Performance framework) that hack into those neural networks and their associated skills.

By addressing one neural network at a time, multiple skills can be enhanced at once. As with all our programmes, we help your leaders unlock their Whole Brain Potential to achieve more.

The session with our heads of functions in Bardney went down really well. I had promised great things to the Board and Amy lived up to expectations by delivering a really interesting, engaging and fun session that teased the group with some of the neuroscience content and caused them to want more. This helped me massively with selling the Hallmarks workshops as part of our 2 year company leadership development strategy.

Laura Grieves-Johnson

Head of People, Jordans Ryvita

Who is this leadership training programme for?

Your senior leaders

Your performance drivers

Your workforce enablers

Powerful brain hacks for your A-players from across the C-suite.

A wealth of new tactics to fuel growth and success.

Advanced strategies for organisational excellence.

How your leaders will develop as a result of this programme

Our programmes are designed to bring out numerous new leadership skills and qualities.

Your leaders will become:

Culture Creators

Equipped to create a workplace culture that brings out the best in everyone. They will empower individuals to freely express themselves and help people strive for continuous self-improvement.

Capable Coaches

Bringing out the best thinking in others, your leaders will role model an effective coaching culture and help people live up to a better version of themselves. 

Connected Collaborators

They will build highly productive teams, networks and working relationships to achieve shared goals and capitalise on the power of collective thought and action.

Innovation Navigators

Embracing new ways of working that generate and trigger fresh ideas and solutions, your leaders will find creative solutions in spaces where others hadn’t thought of looking.

Inspiring Narrators

Your leaders become changemakers, embodying shared values that draw people together. They help persuade and motivate others to make the envisioned future of the company a reality.

Self Guardians

Our methods also help your leaders look after themselves, equipping them with skills to maintain good mental and physical wellbeing and the resilience to cope with high-pressure situations.

Strategic Achievers

Your leaders will drive progress by transforming thought into action to suit any situation. They’ll make wise, timely, goal-directed decisions, free from bias or indecision.

Prosocial Diplomats

Your leaders will form deep, trusting relationships built on mutual respect and understanding and an appreciation of the thoughts, feelings, interests, motives and values of others.

Our Optimising Leadership programme in detail

The build-up

The delivery

The follow-up

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Before our programme begins, we get to know your organisation and your goals during one or more briefing sessions.

Our Hallmarks of High Performance is a flexible framework that can be adapted to your business and your leaders’ specific challenges.

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We use behavioural science to make learning and change as easy as possible. 

The programme is split into 8 modules that each focus on a different Hallmark. Each of these can be delivered in a highly effective and well-honed ‘condensed’ version lasting around two hours.

Alternatively, we have plenty of material for each Hallmark to be covered over one or two days – which also provides ample time for hands-on exercises.

We can deliver this programme in person or virtually and to groups of any size. Please note that smaller groups will experience more interactivity.

Alternatively, the programme is available ‘Out of the box’, allowing you to run the programme internally at your own pace. All training manuals and 2 x TTT sessions are included.

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We have an optional ‘Keeping it Alive’ solution that includes videos, cheat sheets, coaching questions and more. It helps reinforce key learnings long-term.

Check out our other bespoke solutions that help reinforce what your leaders have learned.

Frequently asked questions

Discover more about our Optimising Leadership Programme


Timing, costs, what to expect, etc.

How much time will this leadership training programme take – and what level of pre/post session work is there?

We can run our Optimising Leadership programme in a variety of ways depending on what you think will work best for your people. 

One option is to include 1-2 hours of pre work and post work around each session. Another option is to build content touch points into pre-existing meetings. Another option is to do everything in sessions. We’ve experienced different things working best depending on existing learning cultures and preferences of organisations.

Can we see the content before we sign up?

We can show you examples of our content to help you decide if we’re the right fit. We can also share what would broadly be included in each module. But we also are constantly iterating. If we come across new research, different ways to communicate things or new ways to help people make sustainable changes, then because we’re agile, we include them.

Many organisations also have existing frameworks and ways of doing things that they would like honoured. So, because we work from the raw research and build up from there we can build to include anything that you’re already using and value (so long as it is true, rather than an outdated theory or just a latest fad).

Can we combine a keynote with a programme?

Absolutely. It works really well to launch our Optimising Leadership programme with our keynote as this introduces people to Synaptic Potential’s Whole Brain Potential ethos. We will always discuss how to engage the different stakeholders from the outset and ensure that this is something they are excited about and believe will work for them.

How much does it cost?

Costs for our Optimising Leadership programme start at around £24,000 and can be in the range of £60-150k for a highly tailored approach. Variations in costs are impacted by how it is delivered, how many facilitators you need, whether we’re doing Train the Trainer sessions, whether you want the ‘Keeping it Alive’ bolt on programme resources and how much we are redesigning what we’ve used with other organisations to align with existing things you want to honour. 


The nuts and bolts of our programme.

Do you record virtual sessions and make them available?

A high trust environment is critical for people development. This reality, combined with the fact that our sessions are structured to be highly interactive and often with breakout sessions, doesn’t typically lend itself to recording sessions.

If an organisation particularly wanted to, and there was strong rationale and transparency and clarity – then we work with you to meet your goals. We have provided videos of the core content previously, which can be one way to meet all objectives.

What is the optimal number of participants to get best results?

Typically, smaller groups enable deeper conversations. So groups of 12-24 tend to work well. However, there are many factors outside group size that impact results also.

Can we just do part of this leadership training programme?

Occasionally, we have been asked if an organisation could just do a couple of modules as stand alone workshops. This might be possible under certain circumstances, however, when you understand how the content all links together, you see that the most value is certainly achieved when you take people through all the modules of a programme. They work together to support one another.

So, we’d encourage organisations to think about the actual end results they want, and then work out what is needed for them to get there.

Is this suitable for neurodiverse people?

All our programmes can be suitable for neurodiverse people from multiple perspectives. We believe that each neurodiverse person is unique. Therefore, in order to fully serve them and ensure that we make any additional adaptations, we would love the opportunity to ask them some questions. This can be done in a variety of different ways to ensure they are comfortable with this and can answer in a way that enables us to best serve them. 

If a company said all trainings are suitable for neurodiverse people without first seeking to understand what an individual’s neurodiversity meant in practice for them, we would be confused. This is because if you even took the specific possible trait in Autism of people potentially having some sensory processing differences – these can manifest as hypo or hyper – which means you’d need to be catering for the exact opposite ends of the spectrum, in one training, without understanding which was preferable for individuals. 

So, is everything we do perfect for people who have neurodiverse conditions? No, but are we always keen to have discussions, make adaptations and work with each individual to try to make their experience as easy as possible? Yes.

Are your programmes suitable for someone with mental health challenges?

Given that around 1 in 6 adults suffers from some form of mental health challenge, it makes sense for your development partners to be aware of suitability factors. Our whole team is very aware of different mental health conditions and we are always mindful of how what we’re doing could affect people differently.

We know that each person who has a mental health challenge could be experiencing different symptoms and need different things. There are also some themes and, therefore, things we can do that will be more likely to be beneficial for individuals. The reality is also that many people who could have a diagnosable condition may not have gone down this route. This means that things may come up for them that they experience some confusion around why they may struggle. 

So, while we have a lot of knowledge around mental health conditions and how they can affect someone’s learning experience, we are also a group of compassionate individuals. Within our team, we have people who have personally suffered from mental health challenges, cared for people who have, and treated as medics those who have. 

Having a mental health condition doesn’t preclude someone from joining in any of our programmes. Where someone wants to disclose their individual situation we always listen carefully and seek to understand and respond if there are things we can do differently to support them.

What makes this different from a university programme?

We have been asked to run ‘expert speaker’ style workshops in university leadership development programmes and MBAs. The credibility of these programmes can be attractive to employees. What organisations who have chosen our programmes over these tell us is that they appreciate the flexibility we can offer, how engaging the process is, that the content is still very credible and evidence-based, but also that with lower overheads – we represent great ROI!

Is there a limit to the number of participants?

As programme designers you will know that it isn’t so much as there are limits to group sizes, only that it impacts the design of the sessions to get the most out of people and best serve them. We will always work with you to work out the best balance of desired outcomes, existing habits and structures that will support embedding of new approaches and budget.

Do you have data protection protocols?

We are not normally handling sensitive data, only very basic personal data (name and email address). However, we do have data protection protocols in place.


How we align with your business – and what you can expect to achieve

Some of our people have been trained a lot, how will this be different to what they already know?

One of the great things about basing everything we do in science is that people rarely have heard everything that we share. They are unlikely to know how their brains really work, which forms the foundation of where we start from.

So, while they will have discussed decision making before, they are unlikely to know about the nucleus accumbens and the dopaminergic reward pathway. This novelty is one ingredient we use to keep people engaged. Then we link the science to the practical. This equips them to do things differently to get a better result with their people. 

Our approach to developing people is highly respectful. We acknowledge that many have been doing what they do for a long time, have many good ideas, and have learnt a lot along the way. What we are offering is some additional insights for their consideration to add to what has gone before. They wouldn’t be expected to know what we are sharing, because it probably wasn’t discovered (the research hadn’t been done) when they started their employment journey. 

As we know the science behind how people learn and change we choose to intentionally combine several different forms of learning to meet different objectives. We want them to practically apply what they are learning at each stage, so we like to support challenges (either personal or team based) where the people put things into practice and measure their results. 

So how our development programmes are different is in the content, design and delivery style.

Can it align with other things we’re doing internally?

Absolutely. It is vital it does. Too often more and more things are just thrown at people, or stuck on as extras and people end up swamped and having to work too hard just to make sense of all the learning and what you actually want them to do. 

Part of our briefing process with you is to understand what else you already have, what you are signposting to, what your values are and anything else that could be aligned. Then we work with you to spell out those alignments.

Will this leadership development programme work virtually? How? Can people interact?

We have run all our programmes both in person and virtually. It does work virtually. However, there are always things you can do to make sure any virtual programme works better than average. We will guide you through these catalysts. We would recommend there is break out room time and functionality. 

We use the chat function and main room interaction. We also help you work out how relationships will be deepened outside of the ‘training’ times. A lot of the change happens during the day job. So we pay as much attention to that as we do any ‘sessions’.

Get in Touch

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