One session. Everyone leaves having decided something.
A 60–90 minute session for a team, a leadership group or a women's network. Scoped against the objectives you're already being measured on — retention, succession, engagement, speaking up — and built around what you're actually seeing in your organisation. Not a stock deck delivered at your people.
In person or remote · Groups of 8–40 · Scoped before anything is booked
Most confidence training fails for the same reason.
It tells people they're capable. They already know they're capable — that's not the blockage. The blockage is a specific belief, usually decades old, that has never been written down or examined. So the session ends, everyone feels briefly better, and on Monday nothing is different.
This session does the opposite. People spend most of it working on their own material rather than listening to mine, and nobody leaves without one concrete action they've committed to out loud.
Not a nice-to-have. A lever on the numbers.
Nothing here is delivered off a shelf. On the scoping call we agree which of your objectives this session is serving, and it gets built backwards from there — so when someone asks what the spend achieved, the answer is already in the language your board uses.
Being straight about what one session does: it starts this, in a room, with everyone leaving having committed to something. Where an objective needs the behaviour to hold for a quarter, the series is the honest answer, and I'll tell you that on the call.
What actually happens in the room.
Assess the landscape
A 20-minute scoping call
We agree which objective this is serving, then you tell me what you're seeing — the patterns, the population, what's already been tried. I build the session around both. If there's an internal survey or engagement data you can share, better still.
Naming it
What confidence actually is, and why waiting to feel ready is the thing keeping people stuck. Short, concrete, no theory for its own sake.
The audit
Everyone identifies where it's showing up for them specifically — the meeting, the application, the conversation. Written down, privately. This is the part people say made it land.
The flip
Taking the belief apart: where it came from, what evidence exists against it, and what it becomes when it's reframed. Done in pairs and small groups, so people hear their own thinking said back to them.
The commitment
Open discussion and Q&A, then everyone writes one action they'll take this week — small enough that they'd be embarrassed to fail at it — and who they're telling about it.
Follow-up
Everyone gets The Confidence Kit — the four exercises we use, to complete in their own time. You get a short written summary of the themes that came up, anonymised and mapped back to the objective we agreed.
What people leave with
- The specific belief holding them back, written down and examined
- Evidence against it, drawn from their own history
- One action they've committed to this week
- The Confidence Kit — four exercises to carry on with
- Shared language for naming this out loud
- The realisation that the confident-looking colleague feels it too
- An anonymised summary of the themes, against the objective we set
- Something people actually reference weeks later
What people said afterwards.
"I came away very inspired, with a lot to think about. You really helped me reframe how I look at things."
"I liked the interactive part of the session, where we had the opportunity to reflect and write things down. Simply listening to a talk wouldn't have worked as well for me. I also really enjoyed Jess's presentation style and the way she interacted with us."
"Jess is easy to talk to, approachable and knowledgeable in her field. She makes you feel comfortable and at ease, even if you're anxious about meeting new people."
"How inspiring and engaging the content was, and doing the interactive tasks."
Before you book.
How do we justify this internally?
By not presenting it as a confidence session. Present it as work on whichever objective it's serving — retention in a function you keep losing people from, the succession pipeline, the engagement items on voice, the progression gap. We agree that framing on the scoping call, and the summary afterwards reports against it, so the business case and the evidence use the same language.
Will people be made to share personal things in front of colleagues?
No. Everything personal is written privately, and sharing is always optional. People talk in pairs before they talk to the room, which is what makes it safe enough that they actually do.
What does it cost?
It's priced per session, with the figure depending on group size and whether it's in person or remote. I'll give you it on the call — and once I know what you're working on, I'll also tell you honestly whether one session is the right spend or whether a series would do more for the money.
Is this therapy?
No. Therapy largely looks at why you're like this. This looks at what you're doing differently on Tuesday. If someone in the room needs clinical support, I'll say so privately rather than attempt to provide it.
Does it work remotely?
Yes, with breakout rooms and cameras on. In person is better for the pair work, but remote sessions have landed well — and they're easier for distributed teams.
Can you deliver it to a mixed group rather than a women's network?
Absolutely. The material works for any group. Some organisations want it specifically for their women's network or female leaders, and I'll shape it accordingly — but self-doubt is not gender-specific and mixed rooms work well.
How far in advance do we need to book?
Usually three to four weeks, which allows time for the scoping call and building the session around your material. Sooner is sometimes possible — ask.
Twenty minutes to work out if it fits.
Bring the objective you're under pressure on and what you're seeing in your teams, and I'll tell you honestly whether this is the right answer. If a series or one-to-one work would serve you better, I'll say that instead.
Or ask for the one-pager: format, outcomes and how it maps to your objectives.