We are a coaching consultancy for all talent.
Talking Talent is the coaching consultancy that gets to the heart of what’s really holding talent back – and does something about it.
Our talent and culture audit helps organisations explore the factors that influence engagement, wellbeing, retention and overall team performance.
We should talk about that.
Trusted by global organisations where the stakes are high
Leadership
Development
Leaders are often promoted for competence, then left to navigate complexity without enough clarity, challenge, or support. We help them step into bigger roles with better judgement, stronger leadership habits, and a clearer understanding of what the role really requires.
Inclusive Cultures
Culture does not break because people stop caring. It breaks when systems reward silence, inconsistency, and confusion. We help organisations redesign the conditions for trust, inclusion, and better day-to-day decision-making.
Talent Acceleration
High-potential talent does not stall because ambition disappears. It stalls when progression is unclear, support is patchy, and expectations rise faster than development. We create the structure, visibility, and leadership support that keep talent moving.
Employee Wellbeing
& LifeTransitions
People do not burn out in a vacuum. They burn out when work pressure collides with life pressure and the system does not adapt. We help organisations support employees through change in ways that protect performance, retention, and human energy.
Digital Coaching
Most coaching is time-bound. Pressure is not. Our digital coaching gives employees access to expert support in the moments decisions need to be made, not weeks later, when the moment has passed.
Why we do it
The cost of getting leadership wrong is measurable.
When people are under-supported, the effects show up quickly: in retention, decision-making, engagement, and performance. When support is designed properly, those outcomes begin to change.
See where connection may be breaking down.
Take our Connection Audit to assess how connected your culture feels across leadership, talent, culture, and everyday working life.
Up to 20% higher retention
Clear expectations and consistent support reduce avoidable exits. People stay when they can see what’s next, and trust the system around them.
6× more innovative and agile
Organisations that prioritise connection move faster. Information flows. Decisions improve. Risk is surfaced before it becomes failure.
£100m saved each year
Retention isn’t a soft metric. Our clients collectively save over £100m annually by reducing churn caused by poor role transitions and unclear leadership systems.
Profitability rises by 36%
Inclusive cultures outperform because they remove friction. When people feel supported, performance becomes sustainable, not accidental.
70 %
Manager effect33 %
Cost of turnover23 %
Profit upliftLatest innovation
Where we’re challenging
assumptions right now.
We should talk about that.
Our people
These are the experts who spot the gaps others refuse to see.
How to Overcome Imposter Syndrome: Your 7 step action checklist
Ever feel like you’re one meeting away from being “found out”? Like your success is just a lucky streak that’s about to run dry? You’re experiencing imposter syndrome—and you’re far from alone.
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Getting to Better: Five Strategies For Encouraging Belonging in the Workplace
One of the quirks of enabling belonging in the workplace is that it is obvious and challenging, but not obviously challenging. As a result, the importance and urgency of working to develop belonging are often overlooked or ignored by an organization’s leadership.
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The ROI of Human Connection: Why Business Leaders Can’t Afford to Ignore It
Employee disengagement is costing businesses more than most realize. While companies invest millions in digital transformation and workplace policies, a fundamental problem persists: people don’t feel connected to their work or each other. The cost? A staggering $8.9 trillion in lost global GDP. In the U.S., only 33% of employees report feeling engaged at work. Over half are actively looking for new jobs.
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What Neverland Can Teach Us About Navigating Change
If you’ve ever read or seen Peter Pan, then you’ve gotten a glimpse into life in Neverland. We learn, for example, that “[fairies] look tremendously busy… as if they had not a moment to spare, but if you were to ask them what they are doing, they could not tell you in the least.”
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3 Human-centered Leadership Lessons Inspired by Dr. Martin Luther King, Jr.
Dr. Martin Luther King, Jr. helped lead the Civil Rights movement in America during a time when even the most basic human rights were not basic for all.
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Whatever the weather: Finding your footing in imperfect conditions
What do you need in this moment? Do you need to be courageous, empathetic, clear? And which ones are better left outside the room? Impatience. Self-doubt. The need to be liked at all costs.
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2025: The Year We Pressed Pause
2025 will be remembered as the year we hit pause.
Not the standstill of a global pandemic, but a quieter, more deliberate pause. Because leaders and organizations realized they couldn’t keep sprinting through the noise without stopping to ask some very big questions.
Find what’s relevant to you
For leaders carrying responsibility, often quietly.
Senior leaders are expected to create clarity, make difficult decisions, and absorb pressure without slowing the business down.
The issue is rarely capability. It is the weight of consequence, ambiguity, and responsibility, often without a space to test thinking or surface risk early.
When leaders are unsupported, judgement suffers. The business usually feels it later.
First time managers
For people promoted before they’re prepared.
Most first-time managers inherit responsibility before they fully understand what has changed.
They are still delivering, now also managing people, performance, and emotion. When expectations are vague and support arrives late, confidence drops and poor habits form quickly.
This is a predictable transition. It should not be left to chance.
Managing life transitions
For people trying to work well while life is changing.
Parenthood, caregiving, illness, grief, return-to-work — life does not wait for a quieter quarter.
These moments affect capacity, confidence, and focus. Most organisations underestimate the impact until performance dips or good people pull back.
With the right support, transitions can be stabilised early rather than managed too late.
People & HR
For those accountable for the system, not just the symptoms.
People and HR leaders are often asked to fix structural problems through individual interventions.
Engagement drops. Leaders struggle. Retention slips. Without addressing the conditions underneath, the same issues keep returning.
This work is about reducing firefighting and building support that holds under pressure.
High-potential Talent
For people expected to go further, faster.
High performers are often trusted with more before they are supported with more.
Expectations rise, visibility increases, and the margin for error gets smaller. Without clear pathways, useful feedback, and credible development, momentum fades.
Progress should not depend on guesswork.
Organisations under change
For organisations navigating growth, change, or complexity.
Growth, restructuring, transformation, new leadership, cultural change — these moments reveal where systems are strong and where they are fragile. Roles blur. Decisions slow.
Pressure concentrates at the top. The question is not whether strain will appear.
It is whether your organisation is designed to absorb it well.
