We brought Pinnacle in when our senior team was stuck in a cycle of reactive decisions. Within eight weeks, we had a decision framework our directors actually use daily.
Operations director, Welsh manufacturing firmThe readiness diagnostic alone saved us from hiring a COO we didn't need. Turned out the gap was structural, not personnel.
Founder, Bristol-based fintech startupMost consultants give you a slide deck and disappear. This team stayed through implementation and adjusted the plan when reality shifted.
Head of people, Cardiff NHS trust partnerLeadership Consulting resources, frameworks, and advisory pathways
A practical directory of what we offer, how we work, and whether we're the right fit for where your organisation is right now. Browse the board below, check your readiness, or jump straight to a conversation.
Resource board
Each tile represents a distinct advisory resource. Some are standalone engagements; others layer together across a longer relationship.
Leadership alignment diagnostic
A structured interview process across your top two tiers of leadership. We map where priorities diverge, where communication breaks down, and where authority is unclear. Delivered as a written report with a 90-minute debrief session.
Decision architecture workshop
A two-day facilitated session that produces a working decision framework your team can apply immediately. Covers escalation logic, accountability mapping, and meeting cadence redesign.
Executive transition support
For incoming leaders during their first 120 days. We provide fortnightly coaching calls, stakeholder mapping, and a structured listening tour plan to accelerate credibility and reduce early missteps.
Board effectiveness review
Confidential one-to-one conversations with each board member, followed by a synthesis report that identifies governance blind spots and recommends specific structural changes.
Succession readiness mapping
We assess your next generation of leaders against the specific demands of the roles they might inherit. The output is a development plan, not a ranking list.
Conflict resolution facilitation
When two senior leaders or functions are in deadlock, we facilitate structured dialogue to find workable agreements. Typically three sessions over two weeks, with follow-up accountability checks.
How an advisory engagement typically unfolds
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Scoping call
A 45-minute conversation where we listen more than we talk. We want to understand the situation in your words before suggesting anything.
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Diagnostic phase
Depending on the engagement, this might be interviews, observation of meetings, or document review. It usually takes one to three weeks.
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Findings and recommendations
A written report with clear, specific actions. No jargon-heavy frameworks that gather dust. We present this in person and take questions.
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Implementation support
We stay involved during the change. Fortnightly check-ins, ad hoc calls when things get complicated, and honest feedback when the plan needs adjusting.
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Review and close
A formal review at the agreed endpoint. What changed, what held, what still needs attention. We write a short closing memo for your records.
What we mean by leadership consulting
We work with the people who run organisations. Not their teams, not their departments, but the individuals and small groups who carry the weight of strategic decisions. Our job is to help them think more clearly, communicate more honestly, and build structures that don't depend on any single person's heroics.
That sounds simple. It rarely is. Most leadership problems look like strategy problems or people problems from the outside. Underneath, they're usually about unclear authority, unspoken disagreements, or habits that made sense five years ago but now slow everything down.
We don't arrive with a proprietary model or a trademarked methodology. We arrive with questions, experience, and a willingness to say uncomfortable things when the situation calls for it.
Pinnacle told our CEO something none of us had the courage to say. It changed how we run the company.
HR director, Swansea logistics group
Our consultants have backgrounds in organisational psychology, general management, and public sector governance. We draw on research when it's useful and ignore it when the situation demands pragmatism over theory.
Is this the right fit?
Not every organisation needs external advisory support. Here's a quick sense-check to help you decide whether a conversation with us would be productive.
Your leadership team disagrees on priorities but avoids the conversation
Silent misalignment is more damaging than open conflict. If your senior people nod in meetings but act on different assumptions afterwards, an alignment diagnostic will surface the real gaps.
Strong fitYou're about to appoint a new CEO, MD, or director
Transition support during the first 120 days dramatically reduces the risk of early derailment. This is especially true when the new leader comes from outside the organisation.
Strong fitYou want a training programme for middle managers
We don't run training courses. If you need skills development at scale, a training provider will serve you better. We focus on the senior leadership layer and the structures around it.
Not our areaYour board feels like it's going through the motions
Governance that exists on paper but not in practice is a common problem. A board effectiveness review can identify what's missing and propose specific changes to how your board operates.
Strong fitCase snapshots
Manufacturing group, south Wales
Three site directors who reported to the same MD but operated as if they ran separate companies. We facilitated a series of joint planning sessions and redesigned the escalation process so cross-site issues stopped falling through the cracks.
Result: 40% reduction in cross-site escalation time within four months
National charity, England and Wales
The incoming chief executive inherited a demoralised senior team after a difficult restructure. We designed a 90-day listening tour, coached the CEO through early stakeholder conversations, and helped rebuild trust at the leadership table.
Result: staff engagement scores rose 22 points in the following annual surveyCommon questions
How long does a typical engagement last?
Do you work with organisations outside Wales?
What does it cost?
Can you work alongside our existing HR team?
What if we're not sure what we need?
Start a conversation
Tell us a little about your situation. We'll respond within two working days, usually sooner.
Visit or write
8 Cruickshank Street, Old Gleason, Wales, HT1 8MQ, United Kingdom