Talks & Workshops

Good experiences change how people think when they leave. Great experiences change what they do.

I work with organisations, universities and communities who want their people to leave with more than a slide deck and a tote bag. A talk that shifts how the room thinks. A workshop that turns that thinking into a decision. A programme or team day that holds people from start to finish.

Trusted by teams at

Choose your format

Talk
60 minutes. For big rooms and moments that need to open a conversation. People leave thinking differently, with a framework and one thing to try.

Workshop
Two hours to a full day. For teams and cohorts ready to do the work in the room. People leave with tools they’ve practised and a plan with their name on it.

Programme
A series of sessions, built around your people. For change that needs time, accountability and each other.

Who I work with

ERGs & employee networks
You carry the culture on top of your day job. I bring talks and workshops that give your members something to use, and give you a session people talk about afterwards. Most networks start with a talk.

Universities
Your students are heading into a job market that rewards more than grades. I bring talks on careers, visibility and self-trust that treat them like the professionals they’re about to be. Most universities start with a talk.

Community organisations
Your members want to grow, and they want to do it together. I design programmes that combine learning, accountability and connection across several sessions. Most communities start with a programme.

SMEs & scale-ups
You’re growing fast and you can’t afford to lose your best people. I run programmes and team days that build ownership, connection and a shared language for how you work. Most teams start with a team day.

Workshops

I design and deliver interactive workshops that blend mentoring and coaching, so that attendees leave with more than just good vibes. They leave with practical tools, a renewed sense of agency, and a BIG reminder that they are not “too much.”

They’re ambitious, thoughtful, and ready to grow. Sometimes, they just need permission to stretch beyond what they thought was possible, so they can create sustainable success in their careers and communities. I strongly believe that we thrive when we learn with and from each other, because real transformation happens in community.

Increasing Impact

Turn your team’s expertise into visible, measurable influence.

You have talented people, but talent alone does not move careers or organisations forward. Increasing Impact is the workshop for teams whose ambitious professionals are ready to translate their capability into influence, ownership, and results that get noticed, recognised, and rewarded.

Across a focused session (or extended programme), we work through the five levers that separate high achievers who stagnate from those who keep climbing: adaptability, creative problem-solving, strategic prioritisation, authority-building, and influential communication. Your people will not leave with a vague action plan or a slide deck they will never look at again; they will leave with a 90-day roadmap, a sharper toolkit, and a clear answer to the question your best performers have been quietly asking: what do I actually do next? The truth most L&D programmes skip is that capability without visibility is a genuine retention risk, and you cannot afford to keep developing talent that does not know how to advocate for itself inside your organisation.

What your team will walk away with:

• A personalised, future-proof career roadmap and 2–3 high-demand skills to focus on
• A 5-step creative problem-solving framework to make their contributions impossible to ignore
• A decision-making system that protects their time and accelerates their impact
• A visibility strategy to position them as the go-to expert in their space
• Persuasive communication tools that make their ideas land and stick

This one is for your organisation if…

• You have talented people underperforming their potential and you genuinely want to change that
• Your high achievers are burning out or quietly disengaging, and both of those things are costing you
• You want a team that leads with initiative rather than one that waits to be directed
• You are preparing people for promotion and want a framework that actually delivers the shift

Super-Connector Secrets

Your most valuable cultural asset is already on your payroll. This is how you develop them.

Every organisation has them: the person new starters get introduced to first, the one who bridges departments, runs the ERGs, and always knows someone who knows someone. These unofficial connectors are some of your most valuable cultural assets, and most organisations have no real strategy for developing them beyond a pat on the back and another ask.

Super-Connector Secrets is the workshop for the networked, generous, people-first professionals in your team who are ready to be equally strategic about their own growth. We go well beyond “just put yourself out there” to give them a sophisticated, authentic approach to relationship intelligence that accelerates their goals and deepens the kind of internal culture that actually retains people. Connection is not a soft skill to slot in at the bottom of a strategy document; it is the structure, and the organisations that treat it that way are the ones people genuinely choose to stay in.

What your team will walk away with:

• A complete network audit that reveals hidden opportunities and dormant connections
• A personalised strategic growth blueprint covering who to attract and how
• A contact categorisation system that keeps important relationships from falling through the cracks
• Scripts for reconnecting, making meaningful introductions, and following up authentically
• Systems that work with real workloads rather than idealised productivity routines

This one is for your organisation if…

• You are investing in ERG leaders or unofficial culture-carriers who need more than recognition
• Your talent development strategy needs to include relationship intelligence, not just hard skills
• You want your team to build internal visibility and cross-functional influence
• You are focused on retention and know that genuine connection to peers is a meaningful part of what keeps people

Goal Getting Method

Your team is setting goals every quarter. This is the workshop that makes them happen.

Every quarter, your people write the goals, and every quarter the urgent drowns out the important. Slowly, the same ambitions resurface, slightly reworded and a little more frustrated around the edges, and this is not a motivation problem; it is a method problem.

The Goal Getting Method is a practical, no-nonsense framework for setting one meaningful goal and actually completing it. The five-step approach (Focus, Declare, Map, Protect, Celebrate) is built to work with real workloads and competing priorities rather than against them, and it starts where most programmes skip entirely: by examining the relationship your team has with goals before setting any new ones, because the block is rarely capability and is almost always clarity. This is not a session about vision boards or SMART goals that get quietly abandoned by the next 1:1. It is about giving people a repeatable method for making real progress on the things that actually matter to their careers and to your organisation.

What your team will walk away with:

• Clarity on their one goal for this season, because one focused goal will always outperform five scattered ones
• Their personalised Declaration: a belief-identity-goal statement rooted in who they actually are
• Their Inevitable 10: the ten specific actions that make their goal impossible to miss
• A Resilient Response plan so that setbacks redirect them rather than derail them
• A celebration framework that builds momentum rather than immediately replacing the last achievement with a new one

This one is for your organisation if…

• Your people are ambitious but stretched, and goals keep slipping without anyone naming why
• You want your team to operate with more focus and less reactive, scattered energy
• You are entering a new quarter, financial year, or performance cycle and want to start it well
• Your performance conversations keep circling the same themes without actually resolving them

The MVP Method

Not the loudest. Not the longest-serving. The one whose absence would be felt.

In sport, the MVP is not the person who shouts the most or has been on the team the longest. They are the player whose presence raises the standard simply by showing up, and the MVP Method applies that same principle to your team. The question it answers is this: how do you build professionals who lead without waiting to be asked, contribute without waiting to be validated, and stay because they are genuinely invested rather than because leaving feels too complicated?

This workshop is built around five principles that define the unofficial leaders who carry culture forward without a formal mandate. It is honest, practical, and designed for professionals who are done performing effort and ready to invest in actual impact, because a title is not required for this kind of shift and neither is hustle; what changes is a shared decision to show up differently. Belonging is not a bonus to offer in the benefits package; it is the blueprint, and the teams that build it intentionally are the ones that tend to retain the people most worth keeping.

The five MVP principles:

• MVPs believe in careers, not just jobs, because understanding their role as part of a bigger story changes how they show up every single day
• MVPs have evolved beyond hustle culture, because sustainable excellence will always outlast temporary achievement
• MVPs know that community multiplies everything, because rising together consistently beats climbing alone
• MVPs lead without permission and create without apology, because they already have more authority than they think
• MVPs do not wait for external validation, because the permission they have been looking for is theirs to grant

This one is for your organisation if…

• You want to build a culture of initiative and ownership without having to mandate it from the top
• Your team is skilled but passive, and you want to shift that dynamic without a restructure
• You are developing ERG leaders, emerging talent, or team leads who need more than technical skills
• You want a shared language around leadership, capacity, and sustainable performance that genuinely sticks

Interactive talks

Most talks leave people nodding along and doing nothing differently on Monday. My talks are built to move people.

Whether you need your team thinking differently about their careers, their influence, or their place in the organisation, I bring honest, energising conversation that sticks. Expect real frameworks, real challenge, and a room that leaves buzzing. A talk is the right fit if you want to spark a shift in thinking across a big group, in a focused window of time.

More than ticking the box.

If you’re here, you care about more than ticking a training box. You know there’s a gap in how organisations engage their high achievers. You want your people to feel seen, supported and stretched, and you want something that sparks action as well as shifting perspective.

Good. Because that’s my jam.

Bespoke sessions

Got a specific brief? Let’s make it happen.

Don’t see exactly what your team needs? Good. That probably means we should talk. Every session can be adapted, combined or rebuilt around your team’s context, challenges and goals. Bring the brief and we’ll shape something that fits.

How booking works

1. Book a call. We talk about your audience, your goals and the format that fits.
2. A tailored proposal lands in your inbox within a week, covering preparation, delivery and cost.
3. If you’re in, I send a short onboarding form, an agreement and an invoice.
4. We get to work.

Make an enquiry

Email jaz@theyesand.works or book a call below.

Frequently asked questions