Not sure where to start? Here's how it works.
Complete's programmes are bespoke, which means the right starting point depends on your context, your leaders, and your goals. We've worked with thousands of leaders and hundreds of organisations. We'll help you find the right entry point quickly, without pressure and tailor the programme to meet your needs.
Three ways organisations typically start with Complete.
01
Start with a conversation
Most common starting point
A 30-minute call with a Complete practitioner. We'll listen to your context, challenges, and goals and recommend the right starting point. No obligations, no sales pitch, no pre-prepared presentation. Just a proper conversation.
02
Start with an assessment
Data-first starting point
If you prefer to start with objective data before any coaching or development conversation, we can run a single assessment. The Energy Audit, Values Profile, or Behaviours Profile as a standalone starting point. The results will inform everything that follows.
03
Start with a team session
For organisations with a defined need
If you have an executive team, functional team, or board that needs development and you want to see Complete in action before committing to a programme, we can design a single facilitated session around your team's current challenge.
What happens after you get in touch.
01 - Initial Conversation
A 30-minute call with a Complete practitioner. We'll ask about your organisation, your leaders, your challenges, and your goals. We'll give you an honest picture of whether and how Complete could help and what the right starting point looks like.
02 - Proposal or starting point recommendation
Based on the initial conversation, we'll recommend a starting point. Typically either an assessment, a coaching engagement, or a team development programme. We'll provide a clear scope, timeline, and investment guide.
03 - Assessment (where applicable)
If assessments are the starting point, we'll manage the logistics entirely. The questionnaires, HRV kit delivery (for the Energy Audit), rater nominations (for the Behaviours Profile). Typical turnaround is 2 - 4 weeks per cohort.
04 - Debrief and development planning
Assessment results are debriefed by a Complete practitioner with the leader or team. This session typically identifies the specific developmental priorities and shapes the coaching or programme design.
05 - Programme Delivery
Coaching, team development, or academy delivery begins. Modules are built around real business challenges. Progress is tracked against the baseline assessment data.
06 - Outcome measurement
At agreed points, we re-assess against the baseline. Measuring physiological change (HRV), behavioural change (Behaviours Profile), and commercial outcomes (as agreed with the client). This is what enables us to demonstrate ROI.
Who usually calls first
CEOs and Founders
Often seeking personal coaching, either to sustain performance, navigate a specific challenge (succession, turnaround, rapid growth), or to develop the leadership team around them.
CHROs & HR Directors
Typically evaluating Complete as a provider for a specific programme. Executive team development, a leadership academy, or organisation-wide assessment. Often alongside or following a recommendation from a CEO or board member.
L&D & OD leads
Bringing Complete in to work alongside an existing development programme. Typically as a deeper, more developmental layer beneath existing training. Often starts with the Behaviours Profile or Values Profile across a leadership population.
Chairs and NEDs
Seeking board effectiveness support, either for a board that is underperforming as a team, or for a chair-CEO relationship that needs development. Typically a direct conversation with Dr Alan Watkins.
Ready to start?
A 30-minute conversation costs nothing and commits you to nothing. We'll give you an honest picture of whether Complete is right for you
Not quite ready?
Browse our case studies and assessments to build a fuller picture of what Complete does before getting in touch.