Trust.

Collaborate.

Innovate.


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Trust.

Collaborate.

Innovate.

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Rewild Your Workplace

Engage your whole team to create a brighter future.

Had enough of dragging your people through endless rounds of change and uncertainty? 
Ready to reduce risk and leader burn-out?


Rewild your workplace to see the whole team to make positive progress even in the face of constant change.

On today's near-perpetual roller coaster of 'business-as-unusual', so many organisations need their ideas and energy recharged. Transforming how we work doesn’t have to mean an aggressive overhaul. In changeable times, the best way forward is through collaborating on small, manageable changes.

This process helps the whole workforce to develop a more agile mindset, allowing your team to spot future threats and opportunities more and more readily.


Restore human connection and creativity to tap into the diverse wisdom of your doers and you can create a flourishing culture that regenerates and future-proofs your organisation for change.

Powerful, positive progress through trust and collaboration

Download the brochure

Your organisation is a finely balanced ecosystem

Like a forest there are tall trees.
These are your obvious ‘star-players’ and your established organisational structure.

Your organisation is a finely balanced ecosystem

Like a forest there are tall trees. These are your obvious ‘star-players’ and your established organisational structure.

 Also, like a forest, a hidden web of factors grow beneath the surface – diversity, culture, connection and communication – influencing how well you grow.

These invisible elements make or break your potential.
They can be hard to measure but they are vital to how you thrive.
 
Also, like a forest, a hidden web of factors grow beneath the surface – diversity, culture, connection and communication – influencing how well you grow.

These invisible elements make or break your potential. They can be hard to measure but they are vital to how you thrive.

The last few years have been brutal for business ecosystems.

Market conditions are evolving lightning fast. Yet leaders are often distanced from the front line, lacking diverse perspectives and current market insight. They’re ill equipped to cope with rapid change. 

The challenges we face cannot be solved with yesterday's ideas. 

But fortunately, the wisdom you need is already in your business.

Rewilding restores your degraded ecosystem, rebuilding connection, showing people where they can make most impact, and connecting individual insights. Grow the collective wisdom of your organisation.

Evolution starts with your Rewilding Blueprint

To kick start the process, we work with you to craft your People and Culture strategic plan: Your Custom Rewilding Blueprint.

Together, we'll surface multiple opportunities for continuous improvement by auditing your three inter-related foundations for a healthy, connected business ecosystem: trust, collaboration and innovation.

Build Trust

Focus first on alignment, purpose and psychological safety.

Without trust, workplaces feel unsafe, and people waste enormous energy protecting themselves, leading to the slow death of creativity, energy, and commitment.

Work does not need to feel this way.

When we’re safe, we’re free to be our best selves – naturally confident, generous, and resourceful.

Collaborate

Your ingenious people are brimming with potential.

Solely obsessing over external frameworks can be a distraction: successful organisations know potential blooms from within.

Your diverse, hands-on do-ers know what drives their success, and what drags them down.

We’ll show you how to gather and harness the truths your people already know.


Innovate

Tap into the regenerative power of
creative system thinking. 

Your people are well placed to propose new solutions to problems, remix existing ideas in fresh ways, and improve processes.

When you establish psychological safety and harness collective wisdom, you unleash your team’s creativity and the power of diverse perspectives to future proof your business for our fast-changing world.

The beauty of this approach is that it’s collaborative and staged.

We identify your major strength in each area, any high-risk weaknesses, and your biggest opportunity to improve. Then we give you a menu of recommended actions.

We don’t tackle everything at once. We start by identifying small improvement opportunities, working with you and your people to determine the best approaches for your context.

When teams take small positive steps together everyone has the experience of contributing to success. That builds resilient teams. Adaptive teams open to change, no matter how big or small the challenge. 

Review your blueprint, choose where best to start. We’ll help you make it happen.
I worked with Claire and the Full Potential team on leadership development for our team. They were super creative and knowledgeable, and we achieved awesome results.

Lucy Adey
People and Culture Performance Director, Les Mills International


Organisations who’ve trusted us to help them thrive

Rewilding is for teams under pressure

Grappling with generational disconnect

Younger workers see things differently. They prioritise mastering skills over climbing the corporate ladder. They’re independent, wary of hierarchy, and challenge the way things are done. Build a culture that harnesses their powerful energy. They’re not rejecting accountability; they’re redefining it.

Flattened by burn out

Passion professions see more burn out because the emotional intensity of the work can be relentless and exhausting. People become disconnected and disengaged, and daily pressures create friction, bottlenecks, and lack lustre results.

Eroded by constant change

Market challenges have led to low revenue, job losses, and uncertainty. Teams are tired, timid, and twitchy. It feels like a struggle to convince everyone you have a future together.

Diluted by rapid growth

Growth puts teams under huge pressure. It’s hard to maintain a consistent, healthy culture when your team has exploded and you’re constantly chasing your tail.

4 Symptoms of a burnt-out team

Write your awesome label here.

1. Apathy 

Nobody engages. People are keen to avoid conflict, so it seems like no one cares enough to stand up and have an opinion.

2. Lack of trust

People protect their patches.
Projects are micromanaged.
Teams operate in silos and don’t share info.

3. Poor productivity

There’s no clarity over who's doing what when. Projects miss deadlines. Productivity and revenue are down.

4. No accountability

Problems are pushed up the line.
People wait for instruction rather than proposing solutions.

It’s no surprise if your team are struggling

Post pandemic and facing economic crises, divisive global politics, constant tech change and environmental concerns, it’s no wonder people are twitchy and tired.

There have been huge shifts in the way we work. People are no longer prepared to put up with a command-and-control structure. There's increasing awareness, even in hierarchical organisations, that the hero leader model isn't enough. People expect to make meaningful, varied contributions to success.

Rewilding your organisation creates a fertile, resilient environment where creativity, problem-solving, and innovation can flourish. Your team are happier, and your organisation more adaptable to future waves of change.

Change the game and future proof your team

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Your team are fully engaged

They go above and beyond their contracted designated tasks, using their full knowledge, experience, and creativity, because they’re hungry to contribute to a better future.


Innovation and creativity explode

With your day-to-day is reframed into a continuous opportunity for innovation and improvement, multiple ways of contributing to the organisation are discovered and celebrated.

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Teams (re)discover their mojo

People want to feel like they're doing a good job. As soon they realise that they’re trusted to make an impact, you won’t be able to stop your team from coming up with ideas.


People solve their own problems

People feel secure enough to take the initiative. They can manage conflict and have difficult conversations themselves. Leaders don’t have to solve problems all the time.
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Culture shifts to collaboration

People come together and cross pollinate ideas. There’s a sense of shared success where people shine without having to compete. Success is a team sport.


You evolve to adapt

When you access the wisdom of your doers, and creativity and innovation become the norm, you develop the resilience and adaptability to travel over shifting sands.

If you want someone who takes the time to understand the needs of your team and helps create long lasting positive change then I'd recommend getting in touch with Full Potential.

Elise Murdoch
Chief Operating Officer, Motus Health

The Rewilding Process

1: Vibe Check Call

We start with a getting-to-know-you call, so that we can understand your challenges, see if we can add value, and whether we’ll get on.

If there’s a good fit, we’ll confirm scope of work and price and send you a service agreement.

2: Journey briefing

This 90-minute meeting engages a cross section of the wisdom in your business. That includes selected senior leaders, team leaders, doers, and subject matter experts. We brief you on the Rewilding journey and review questions for your one-on-one interviews – more on these below.

This process is designed to tap into the creativity in your organisation and connect the wisdom from your doers to your decision makers, giving you broader, more dynamic perspectives to achieve better outcomes together.

3: Research

To fully understand your organisational culture we need access to:
  • Your internal comms channels.
  • Your on-boarding material.
  •  Your professional development material
  • SOPs, protocols, and processes.

4: One-on-one interviews

These hour-long interviews connect the dots between leaders and front-line doers. You’ve a team of passionate, capable people who want to do their best work.

These interviews allow them to tell you how to make that happen. Typically, we interview up to eight people: 
  • Two people from senior leadership.
  • Two team leaders.
  • Four front-line team-members.

We encourage the people we interview to talk to their colleagues about Rewilding, share interview questions, and gather everyone’s thoughts. We ask questions around:
  • The vibe of your team.
  • Your purpose as an organisation.
  • What people enjoy about working at your organisation.
  • What they’d change about your organisation.
  • What people need to do their best work.

5: Your Rewilding Blueprint

Your Rewilding Blueprint summarises the findings from our research and interviews.

Your major strength, key weaknesses, and biggest opportunities to improve in each area are laid out for you.

You’ll learn specific, targeted ways to build trust, to foster collaboration by harnessing collective wisdom, and innovate through creative system thinking.

6: Solution Prototyping Workshop

This is a half-day active implementation workshop, where we discuss the report and potential solutions.

The goal here is to agree where to start. We look at wins you can achieve right now, as well as projects for the longer term. You choose one area to focus on, we figure out how to fill that gap together, then develop a solution prototype and implementation plan. 

The trick is to pick a project with a big impact. The biggest barrier to change is not fear of the new but letting go of the old. The quicker you can show people big benefits, the quicker they will embrace change.

We pull together an implementation schedule covering actions, responsibilities, and evaluation. You can go away, test your solution, learn, and improve by yourself, or engage us to coach and support you through that work.

7: Continue the cycle

Organisational evolution is never one and done. Development is best done in short, regular, strategic bursts. It’s a continual cycle of test and improve.

Once you’ve banked your first win, pick your next project, and repeat strategic design and planning. If you choose, we can continue to support you to move forward, evaluate progress, and plan next steps.

Let's get wild!

Your Rewilding investment

Plant the seeds

1 prototype solution
plus implementation support

  • Briefing
  • 8 x interviews with your team
  • Internal brand and comms research
  • Tailored Rewilding blueprint
  • Half-day solution prototyping workshop
  • Implementation plan and resources
  • One-month implementation support
    Including weekly check ins to implement one solution from your Rewilding blueprint.

from $10,000 plus gst

+ any applicable travel costs

Secure your blueprint
with 50% deposit

Cultivate your ecosystem

up to 4 solutions
plus implementation support

  • Briefing
  • 8 x interviews with your team
  • Internal brand and comms research
  • Tailored Rewilding blueprint
  • 4 x solution prototyping workshops
  • 4 x implementation plan and resources
  • Six months implementation support
    Including weekly check ins to implement up to four solutions from your Rewilding blueprint.

from $24,000 plus gst

+ any applicable travel costs

Monthly payment plans
available

Claire and her organization are a rare blend of technical specialists in human matter and development, real subject matter experts, and awesome people who make learning and evolving fun and interesting.

Jim Oxley
Head of Procurement, Property and Sustainability, Assure Quality

Frequently asked questions

What are the benefits of Rewilding?

Rewilding your organisation creates a fertile, resilient environment where creativity, problem-solving, and innovation can flourish.
As you move towards a regenerative model of leadership, your team are happier, and your organisation more adaptable to future waves of change.

Your unique Rewilding Blueprint is tailored to your context, your people and your market challenges. It provides you with multiple pathways to create a thriving, sustainable ecosystem for human collaboration. This is about future proof organisational design driven by the wisdom and the mana already in your business because the most successful organisations evolve to play to their strengths.

We also support you to implement the recommended actions you choose. This includes:
  • Collaborative prototyping to come up with tailored solutions.
  • Resources to help you implement the solution(s) you choose.
  • Weekly check-ins and coaching for your people responsible for implementation.

What sort of recommended actions are we talking about? Can you give some examples?

We work with you across multiple domains so solutions are varied! Some impactful actions our clients have implemented include:

Self-Leadership

  • Personal organisation and efficiency tools.

  • Active, contextual emotional intelligence development.

  • Tools to manage stress, conflict and workload pressure. 

  • Personal values, motivators and behavioural styles discovery to foster positive communication and genuine collaboration.

Communication

  • Communication training incubators for leaders at all levels.

  • Executive team presentation coaching: own your organisational communication.

  • Sales and Service delivery processes reshaped for today’s collaborative, purpose-driven environment.

Well-being

  • Team-driven well-being support collaborations.

  • Conflict training, because when we learn to handle disagreement positively, true collaboration blossoms.

  • Conferences and awards celebrations to build community.

  • Volunteer days and community engagement projects.

Leadership

  • Emotional intelligence development tools.

  • Effective delegation frameworks.

  • Leadership micro-projects: e.g. daily actions menu focussed on building a coaching culture.

  • Leading diverse teams, supporting leaders to surface and role-model constructive disagreement to foster true collaboration.

Operational Efficiency

  • Consistent, inclusive on-boarding processes.

  • Reviewing and adjusting team-meeting formats to foster broader contributions.

  • Updating organisational policies and remuneration strategies to incentivise sustainable, productive behaviours.

  • Reframing and rewriting policies in plain English with flexibility in implementation based on individual context.

Culture enrichment

  • Developing organisational principles and behaviours based on agreed values to drive distributed decision making.

  • Rotation programs and secondment process development.

  • Portfolio career path support including leadership development.

  • Long-term learning delivery strategies and resourcing plans to ensure expert voices are engaged and able to contribute across multiple disciplines.

Most importantly, what works for you depends on your context. The key is to choose wisely and work on your Rewilding projects little and often.

Small consistent actions lead you forwards to improvement even when the path is unclear.

How long will this take?

One Rewilding cycle takes about ten weeks end to end.

Four weeks to get your hands on your Rewilding blueprint providing an overarching view of your organisation and improvement opportunities. Then six weeks support to implement one agreed solution.

You also have the option to enlist our expertise to implement more actions and keep the cycle moving with us for up to 6 months.

Momentum quickly builds when you commit to continuing the process. Once people start truly collaborating across teams and functions, the energy in the business shifts and a new way of doing things takes hold for good.

How much time do I need to give my team to do the work?

There are two phases to the Rewilding process.

The first is developing the blueprint itself.
  • The on-boarding meeting takes 90 minutes.
  • One-to-one interviews take an hour each.
  • The solution prototyping workshop takes 4 hours.
Also allow time for interviewees to consult with their teams in preparation for the interviews, and time to review the blueprint report before the workshop. We'll help your people build this into existing comms structures as part of our on-boarding overview.

The second phase is implementation. The time this takes depends on your solution. As a general rule, it's all about working on implementation little and often. Again, we focus on building this in as part of BAU. 

What do you need from us?

We need your people for meetings, workshops, and interviews.
We also need access to your comms channels. Think: intranet, group emails, Slack channels, and any other forums you use to communicate. We also want to see your on-boarding material, learning resources, SOPs, protocols, and processes.

Can't we just do this ourselves?

Of course you can. In fact, that's the aim of our work!

Getting started can be challenging, especially if there is a disconnect between teams, so organisations work with us to remove the burden of figuring those first steps out.

As outsiders with an insider approach, we’re experts at helping teams find ways to collaborate, at navigating meeting pitfalls, group dynamics, tricky politics and the emotional weight of potential untapped. We'll capture the insights from your team and show you how to collaborate to bring them to life.

We have solved communication, alignment, engagement and productivity issues time and again, so we have a host of proven tools and best-practice models at our finger tips, getting you to effective solutions faster. And because we help you harness your people’s full brilliance, you'll maximise impact by making those solutions your own.

We work alongside you to define the details of the journey, and then actively support you as you take up the baton yourself.

What sort of organisation is Rewilding for?

If your team are tired, demotivated, apathetic, unproductive, and in need of a boost, it’s no surprise. The last four years have been relentless. The bad news is, there’s plenty more where that came from. Organisations that want to survive need to equip their team to thrive in increasingly uncertain times. 

Rewilding isn’t limited to a particular industry. It is for any organisation with passion that's been eroded by the relentless juggle of stressors we’re all dealing with on a daily basis. You could be a tech start up, or a local government entity. The thing all the organisations we work with have in common is they care about their people and the work they do. 

While Rewilding is for any good organisation, we do find people are particularly prone to burn out in vocational industries, professions driven by passionate purpose, because the work is exhausting, with under-resourcing often a pain point. 

Organisations that have benefited from Rewilding include healthcare, retail, creative industries, insurance, wellness, and fitness.

If you’re unsure if Rewilding is right for your team, get in touch, we're always happy to explore whether this approach is a good fit.

What sort of organisation is Rewilding NOT for?!

We’re not interested in working with organisations who want to tick some kind of virtue-signalling box, but not do the work to change.

We don't support organisations that are looking for a panacea to paper over horrible workplace practices, recycled ideas, ridiculous workloads, under resourcing and poor communication. That's a waste of our time and their money!

This is regenerative organisational design for visionary leaders serious about equipping their team to do their best work even in an uncertain world.

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