Mission Performance has multi-year partnerships with major corporations to develop leadership and talent pipelines through award winning programmes. In over 300 programmes we have helped organisations develop leadership capacity at all levels (Exec – Mid – Early). We have specific expertise in talent programmes for high-potential early- and mid-career leaders, which enable our clients to build future leadership pipelines and succession strategies
Does your leadership and talent development deliver the changes your organisation needs? Are the feedback scores great — but the behaviour and culture change you need never quite transfers to the workplace?
I wish we’d started working with Mission Performance years ago
— Senior client
Ten reasons clients choose us to deliver .
We are specialists
A Globally Operating Human Performance Consultancy — Rooted in the UK
We build tailored leadership and human performance capabilities in our clients, anywhere in the world, to help them execute strategy and transform performance. We are specialists in sustaining behaviour- and culture change.
"A once in a lifetime experience, filled with learning, growth and memories I will never forget." — Programme participant
Clients benefit from a wealth of experience and expertise
Twenty-Five Years of Proven Delivery
Founded in 2000. 100+ partners, more than 300 bespoke leadership programmes designed and delivered, and over 10,000 leaders developed across 45 countries. Depth and reach, earned programme by programme.
"From real-world challenges to leadership simulations and team reflections, every moment shaped me as a future leader." — Programme participant
Deliver real ROI
Consistently Outstanding Feedback Metrics Translate into Real Performance and Wellbeing
Overall metric score
90%+
World-class Net Promoter Score
Pilot-to-programme conversion
95%
Yield increase using our LeanUp™ method
70%
240→440
Shift throughput, units
80→20%
Turnover reduced
Examples of impacts. Other consultancies bill on activity; we are happy to bill on result.
Our understanding of complex organisations and sectors
Trusted by High-Profile Clients to Sustain Changes
Lasting relationships with high-profile clients from different sectors — telecoms, technology, energy, healthcare, professional- and financial services, automotive, manufacturing, defense and others — not only evidence our impact but also enable us to know how to drive change in tough and specific environments.
We use local experience and cultural understanding
We Deliver Where You Operate
From the rugged hills of Wales to the energy sites of the Gulf, the factory floors of the US and Mexico to the boardrooms of Europe and the tech hubs of South America — we come to you, and the experience travels with us. Capabilities must be developed within their cultural context.
"Truly transformative – strengthening my skills, broadening my perspective…both personally and professionally." — Programme participant
Our capabilities cover the 'whole human'
Four Interconnected Practice Areas
Give our clients an integrated approach to optimise all aspects of their people’s performance, wellbeing and — physical and psychological — safety.
Liderazgo
Executive · Senior · Emerging Talent · grounded in honesty and values
Communication
Strategic · Leadership Comms · Personal Impact · Sales
Coaching
Personal (EMCC accredited) and turning ‘Leaders into Coaches’
Rendimiento humano
Learning Culture · Resilience · Self Belief · EQ · Psychological Safety · Personal Safety
Our proven methodology ensures precision and sustainment
The Mission Performance Loop™
Three stages: Measure identifies or confirms, using AI, and targets the critical human capabilities. Train transforms them. Sustain ensures application and locks in the changes.
Measure→Train→Sostenga↻
Unique experiential enrichment produces lasting change
A Choice of 20 Powerful Experiences
Neuroscience confirms ‘powerful awareness’ and reflection techniques as two important prerequisites for lasting behaviour change. We make intelligent use of first-hand experiences, guest speeches and storytelling to achieve both. All delivered anywhere in the world.
"I am still not sure I believe what I saw and experienced. I know it was real and I thought it was so fascinating. I also started to appreciate my impact on others in a way that nothing has ever done before." — Senior Healthcare Professional
Professional and ethical accreditations provide full assurance
Comprehensively Accredited & Certified
Our B Corp certification is proof that doing right by people and planet is wired into how we operate. EMCC (coaching) accredited — means we can certify clients as coaches · IADC accredited · ILM certification centre · SOC2 & ISO 27001 (accreditation imminent) · qualified on all major psychometrics.
We design and deliver programmes differently
Eight Key Programme Differentiators
Eight differentiators make our programmes unique — delivering lasting behavioural and cultural change with sustained impact on performance and employee wellbeing.
- Ensuring leaders will actually try something new
- Making clients’ leadership philosophies more powerful
- Using experiential reinforcement, intelligently
- Making culture a driver for performance
- Anchoring new habits through neuroscience
- Sustaining and scaling behaviour changes
- Consulting on all aspects of what makes leaders great
- Co-creating every differentiator with client experts
Inspirar el cambio, obtener resultados
Vea cómo nuestros programas tienen un impacto real, transformando a líderes, equipos y organizaciones a través de resultados prácticos y medibles.
How we ensure Leadership Development translates into Performance
Having evolved over 25 years we now integrate behavioural diagnostics, experiential learning, Human Factors, neuroscience, coaching, organisational insight, behavioural analytics and AI-enabled reinforcement into leadership development. The aim is not merely to educate leaders, but to change behaviour at scale in ways that measurably improve performance and wellbeing. Our programmes have eight differentiators.
1\. Ensuring leaders ‘try something new through Powerful Awareness and a safe environment for experimentation.
“From real-world challenges to leadership simulations and team reflections, every moment shaped me as a future leader”
Human beings can only learn if they try something new. Taking the first step in a program of change is always the most difficult. To want to ‘try’ a new value, belief, behaviour or skill we must create what in Neuroscience is called ‘powerful awareness’. Giving the rationale and logic for a change is important but not enough; we must also touch the emotions and beliefs that drive behaviour. The main tools we deploy to create high levels of powerful awareness are the intelligent use of experiential learning – more on that later – the experiences of highly credible other leaders (i.e. personal stories and guest speeches) and role modelling. Powerful awareness creates the desire, but people will only turn that desire into experimentation and action if the environment feels safe, both within the programme and back in the organisation. We begin each program by discussing psychological safety, what it means in practical behaviours, and how to use shared values to create a culture built on trust. People quickly feel comfortable to experiment and have lowered anxiety about being vulnerable.
2\. Making our clients’ leadership philosophy more powerful through Powerful Awareness and a safe environment for experimentation.
“From real-world challenges to leadership simulations and team reflections, every moment shaped me as a future leader”
Human beings can only learn if they try something new. Taking the first step in a program of change is always the most difficult. To want to ‘try’ a new value, belief, behaviour or skill we must create what in Neuroscience is called ‘powerful awareness’. Giving the rationale and logic for a change is important but not enough; we must also touch the emotions and beliefs that drive behaviour. The main tools we deploy to create high levels of powerful awareness are the intelligent use of experiential learning – more on that later – the experiences of highly credible other leaders (i.e. personal stories and guest speeches) and role modelling. Powerful awareness creates the desire, but people will only turn that desire into experimentation and action if the environment feels safe, both within the programme and back in the organisation. We begin each program by discussing psychological safety, what it means in practical behaviours, and how to use shared values to create a culture built on trust. People quickly feel comfortable to experiment and have lowered anxiety about being vulnerable.
“I was surprised at how quickly my colleagues opened up, and the Mission Performance instructors were so welcoming that it became very easy for me to be myself early on”
3\. Using experiential reinforcement intelligently
“This programme pushed us far beyond our comfort zones from sailing a 70-foot yacht as one team…. There were many challenges, but the biggest was working closely with people I had never communicated with before…..I had to collaborate with new people. It was challenging but rewarding because it allowed me to build new connections.”
You can’t teach self-belief; you can only experience it. We make intelligent use of outdoors and indoor environments to craft immersive experiences where real behaviour matters—under pressure, with consequence, sometimes with a degree of shared hardship, and in real time. ‘Intelligent’ for us also means that success in these experiences is always defined and driven by behaviours and values never by physical fitness, alpha-male leadership or pure brain power. Our designs accelerate insight, engagement, and habit formation, ranging from portable simulations to challenging field experiences in unfamiliar terrain. That’s why our programmes deliver stories people remember.
“An incredible 36 hours which challenged and stretched us as a team. Mission Performance understand the demands a global leadership team face and built a programme that …ensured we walked away as a bonded group who want to work together”
Our experiential capability extends globally, supporting organisations and business schools seeking to amplify the impact of leadership programmes. Through a trusted international network, we deliver experiences—indoors and outdoors—safely, inclusively, and at scale. Through the combination of experiential learning, stories, guest speeches and role modelling delegates experience the power of values. We call this ‘Values-in-Action’. Most importantly, delegates learn that values are tested in crises and how leaders maintain them especially when the going gets tough.
“I am still not sure I believe what I saw and experienced. I know it was real and I thought it was so fascinating. I also started to appreciate my impact on others in a way that nothing has ever done before.”
4\. Making culture a driver for performance and wellbeing through shared, lived values
“…When I truly saw how the team functioned. We were operating like a single program, working simultaneously towards the same goal….I noticed how we listened to one another and how we used our values to achieve the goal.”
The importance of shared values is a given, but they too need to be intelligent. We believe that people and teams cannot perform, unless there is wellbeing, and there can be no wellbeing unless people feel safe, physically y psychologically. We use the shorthand Safe-Happy-Fast, and shared values need to be developed and lived in that order to make performance sustainable. At the start of any programme, we develop a set of shared values – a blend of universally proven values and contextual ones. We give delegates the keys leaders need to make sure those values are lived rather than existing as ‘slogans on a wall’. After the programme, they take this insight and skill back and apply it, creating workplace cultures with predictable behaviours and strong bonds.
“Rich and useful tools and techniques” “I have used what I’ve learnt in my day-to-day job” “This programme was much more practical than normal workshops”
5\. Anchoring new habits in individual leaders by using insights from neuroscience
Skill Fade (or Decay) is enemy #1 of competency development. But the same applies to behavioural change. For new leader behaviours to become ‘habits’, which persist in crises, strong neural pathways must be formed. This requires an interplay between the individual and his environment – more on the latter under ‘scaling and sustaining behaviour change’. The individual needs to have a basic understanding of neuroscience. Particularly of neuroplasticity and how brains learn – and unlearn – behaviours and habits.
Why is this important? Most behaviour change falters because there is not enough deliberate and repeated practice. Leaders stop too soon. Understanding this properly helps leaders become better at learning and manage their own learning journeys for the rest of their lives. They will also know how to create ‘learning environments’ for their people. So, we teach them what they need to know about neuroplasticity and give them tools to make repeated practice easy. This includes our AI Coach and the power of Reflective Practice – which accelerates learning. It also includes insights from sports psychology about the amygdala and how to control the fears, limiting self-beliefs and anxieties which can pull leaders back to ‘old ways’.
“We all agreed this was the best training we have ever been on. This is all down to Mission and your approach. We particularly like the way that we are emotionally engaged by the tasks, discussions and role plays as this makes things clearer and stick far better”
6\. Sustaining and scaling behaviour changes through AI and changes in the operating environment
Even the most powerful experience will fade if the organisational system and culture surrounding it remains unchanged. A major shift has been the growing recognition that organisational culture is largely shaped by frontline leadership. Tipping Point research suggests that a critical mass of leaders need to change their behaviours to create a genuine organisational leadership culture.
The traditional answers were coaching, measurement and incentives. The latter have proven to be unpredictable drivers for behaviour change. Coaching is effective but in its traditional form expensive, time consuming and thus not scalable. Through years of experience Mission Performance has developed a set of sustainment solutions. With our clients we select which ones they want to deploy.
- Our proprietary Native AI COACH – this sits at the heart of our sustainment. It reinforces learning with real-time reflection and practical prompts that turn insight into habit. It is ‘always on’, very cost effective, scalable across large populations, has memory and is fully secure.
“I was impressed by just how good COACH is. Two features really stand out…Firstly, it addresses problems in real time. COACH is on demand and can help you arrive at an approach you can put into action the next day! Secondly, it has been trained on carefully curated materials drawn from Mission Performance’s expertise in driving behavioural change, and it also leverages client IP and context”
Professor Healthcare
- One-to-one and group coaching – These begin during the programme and typically continue afterwards. They can be live or virtual, delivered by EMCC accredited coaches.
- Leveraging Line Managers – “Can my boss go on this programme?” is probably the single feedback quote we have heard most often from the over 10,000 leaders we have trained in the last 25 years. We work with our clients to equip Line Managers in a variety of ways to support changes: How to become Coaches themselves (up to full accreditation); how to create Psychological Safety; how to manage Behaviour Change – through the 5E and other models; how to motivate using tools like ABC (Autonomy – Belonging – Competence) as well as through Purpose and recognition.
- Application in the flow of work – Real projects are selected and developed during the programme and implemented under coaching supervision.
- Internal experts – we work with L&D, HR and communications and social media experts on accelerating behaviour change using insights and tactics from social and comparative learning and Social Psychology. If asked, we also contribute to talent retention strategies, which is an often-overlooked part of the talent equation.
- Impact measurement ‘with a difference’ – leadership development was evaluated primarily through participant satisfaction aka ‘happy sheets’. Our partners now rightly expect evidence linked to behavioural change, retention, wellbeing, leadership progression, and operational, financial and safety indicators. These are often client-owned but can also be measured by us. We use AI, behavioural ‘markers’ and sustainment technologies to measure and reinforce behavioural change. Another example is our proprietary LEAN\_UP v02 methodology. This is a powerful, behaviour-driven productivity engine—specifically engineered to deliver measurable gains in productivity and engagement in manufacturing plants. It targets the true driver of operational improvement: leadership behaviour on the shop floor.
“5-point yield increases at one site, equating to a $1.5M gain in six months and rising”
- Networks – we work with clients to establish various networks after the formal programme. These include peer- and alumni networks and cohort networks (where cohorts from earlier years coach and support later ones).
7\. Consulting on all aspects of what makes leaders and the programmes to develop them, great
Mission Performance has evolved from delivering leadership events into building behavioural infrastructure, using the Mission Performance Loop™. Of its three components, we have explained what we do differently under ‘Train’ and ‘Sustain’. ‘Measure’ covers all aspects needed for smart programme design. We were often asked by our clients to help them redesign whole programmes, RFPs or support on talent selection, so we now offer Consulting Services all aspects of – bespoke – leadership development and behavioural change programmes.
Where necessary, we bring focus to programmes by using one of our AI-powered Capability Gap Indicators. These cover over 40 capabilities related to Human Performance and Safety, Leadership, Communication, Productivity and Sales. We also use these to identify internal best practices. This allows us to leverage what our clients already do well rather than bringing in outside models or tools which may not work in their culture or context.
“The Gap Indicator offered great insights”
MD Germany
We regularly help with assessment. We know that traditional psychometrics are not sufficient. Our clients want to become better at identifying latent leadership capability, promotability, adaptability, but also at assessing how high-potentials behave under pressure, within teams, during ambiguity, when challenged and when leading change. Our approach combines behavioural diagnostics, applied observation, experiential assessment, qualitative insight and simulation.
We often find that our clients use different providers to train leaders in different aspects of what makes leaders great. Communication skills from x, safety from y, how to have performance conversations from z, building high performance cultures and teams with w and so on. This tends to feel disjointed to delegates and carries the twin risk of duplication and things falling between cracks. Then clients realise Mission can not only cover everything to a higher quality standard but, more importantly, that a single sourced hybrid programme gives more consistency, less time-intrusion and more impact at a lower overall cost.
Our solutions are built for scale, complexity, and cultural diversity—blending live and virtual delivery, in-room experiences, asynchronous learning, and peer-based application into a single journey. Every programme is engineered to work across regions, time zones, and organisational cultures, maintaining a consistent leadership language and behavioural standard.
8\. Co-creating every differentiator with client experts
“I wished we had started working with Mission Performance years ago”
Senior L&D Leader
Our programmes are always bespoke. All the differentiators we have talked about are co-created and co-delivered by a joint team. The team has shared values one of which is always to make the programmes culturally and contextually right. We know the right ingredients, but the recipe requires a team of chefs.
“Mission Performance differentiates itself from other external partners I have engaged with by their ability to listen, relate and adapt their material and approach instantly”
HR Director
Convertir el aprendizaje en mayor rendimiento
Preguntas frecuentes
Encuentre respuestas claras sobre nuestros programas de coaching, a quién van dirigidos y el impacto que puede esperar.
How does Mission Performance ensure its leadership development programmes are inclusive and tailored to individuals from diverse backgrounds and experiences?
Mission Performance atiende a todos capacidades, formación y experiencia on our programmes. We go to great lengths to assess the capabilities of our learners and design a program that enables everyone to take part and add value in different ways.
Seguimos las mejores prácticas del sector con evaluaciones médicas y de capacidades previas al programa adecuadas y sensibles, y diseñamos un programa que permita a todos la oportunidad de prosperar y desafiarse a sí mismos y a los demás mediante la elección.
Evaluar y comprender las experiencias y los antecedentes de nuestros alumnos es el primer paso de nuestro proceso de diseño. Debemos caminar una milla en sus proverbiales ‘mocasines’ para conocer a fondo su entorno de trabajo. Si no lo hacemos, limitaremos lo que puede conseguir el programa siguiente.
What metrics or success indicators do Mission Performance use to measure the impact of their leadership development programmes on individuals, teams, and organisations?
Dado que tenemos cuatro áreas de práctica, estas medidas serán diferentes para cada una de ellas.
Acordamos cómo medir nuestro éxito con cada cliente. Los denominamos "resultados de rendimiento" y su repercusión en el caso empresarial específico de cada área de práctica y cada cliente.
Trabajamos con una amplia gama de clientes, desde industrias de fabricación pesada y alta fiabilidad hasta organizaciones técnicas de ingeniería de software. Cada uno de ellos tendrá un conjunto diferente de resultados o métricas. Preferimos el término basado en resultados, ya que se refiere tanto a la frecuencia como a la calidad y, lo que es más importante, un resultado es observable.
Podríamos utilizar algunas de las siguientes métricas:
Incrementos en NPS y servicio al cliente; ventas ganadas %; notificación de incidentes; reducción de incidentes; retención de empleados clave; reducción de bajas; promoción a puestos específicos en la empresa; tamaño y calidad de poblaciones específicas de Talento; indicadores de comportamiento y su impacto en las iniciativas de cambio de cultura; niveles de compromiso de las encuestas organizativas y muchos más.
¿Cómo garantiza Mission Performance que su filosofía y sus valores de liderazgo se integran eficazmente en la cultura y la estructura de liderazgo de una organización?
Esto ocurre en las primeras fases de la relación con el cliente. La relación de trabajo es clave, y las primeras conversaciones pronto determinarán si hay química para apuntalar una relación de trabajo productiva. Una vez que se hayan establecido la compenetración y el entendimiento, la relación se basará en la seguridad y la honestidad, lo que garantizará que se refuercen los principios clave de la cultura y se señalen y aborden los principios menos deseables.
¿Puede Mission Performance proporcionar más información sobre cómo combinan la formación presencial, virtual y en línea para satisfacer las diversas preferencias y necesidades de aprendizaje?
Esto comienza en la fase de diseño. Comprender al alumno y su contexto es la clave de un programa eficaz. Su acceso a la tecnología, sus exigencias operativas y sus rutinas de trabajo desempeñan un papel importante. Elegimos las herramientas adecuadas para el trabajo. Solemos utilizar el aprendizaje autodirigido o a ritmo propio para introducir los elementos teóricos del programa. A continuación, programamos sesiones virtuales de coaching en directo para compartir y explorar el contenido teórico y su aplicación. Practicamos habilidades y desarrollamos estrategias en talleres presenciales, y utilizamos el coaching virtual para apoyar la aplicación continua. Esto se extiende a nuestros socios, como la IDE 2.0, donde utilizamos su excelente plataforma para dirigir la atención de nuestros alumnos a conectar y compartir adecuadamente.
¿Puede Mission Performance ofrecer más información sobre sus métodos para plantear retos a individuos y equipos, garantizando al mismo tiempo un entorno de aprendizaje seguro y propicio?
Comenzamos cada programa estableciendo el entorno de aprendizaje adecuado mediante el debate sobre prácticas psicológicamente seguras. Cuando desplegamos nuestras soluciones experienciales, tenemos mucho cuidado en asegurarnos de que se tienen en cuenta todas las capacidades, y el reto es principalmente a través de la elección.
¿Cómo se mantiene Mission Performance al día y adaptado a los cambios del sector y a los nuevos paradigmas de liderazgo?
Our diverse team work with a diverse range of clients globally. We share these experiences when designing and delivering specific programmes. We also attend online and face-to-face conferences, and we remain current through our professional accreditations.
Casos prácticos
Inspirar el cambio, obtener resultados
Vea cómo nuestros programas tienen un impacto real, transformando a líderes, equipos y organizaciones a través de resultados prácticos y medibles.
Envíenos un mensaje
Nos pondremos en contacto con usted al día siguiente.
