The Complete Story

We don’t treat symptoms, we get to the root cause.

We help the great grow.

Our Origin

Complete was founded by Dr Alan Watkins and his wife Sarah in 2004.

Alan’s passion has always been to reduce human suffering. After working as a physician for 12 years he decide to leave medical practice to try and affect change on a larger scale and work with organisations around the world.

Alan and the Complete team have helped thousands of leaders, teams and organisations on every continent grow and flourish. We help clients with a mix of individual and team coaching. We also build their leadership academies and transfer our skills and knowledge to our clients through certification programmes. All of this is supported by a suite of advanced developmental assessments, a number of books and our new wellbeing App.

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Our Principles

At Complete there are six principles that guide all our work, we are:

Diverse

We believe in inclusivity and the value of inner and outer diversity.

We work to make sure there’s equity in our business and equal access for everyone. We care about diversity because it delivers better quality answers, wisdom and ultimately system justice.

Compassionate

We recognise the world is complicated and change can be difficult.

We have compassion for ourselves and our clients who are often under intense pressure to deliver to multiple stakeholders.

Developmental

We see development  as central to how we work together, and as a strategic advantage.

This means we invest significant time and effort into the development of every person and group within the business.

Networked

We don’t believe in silos or hierarchies. We are a networked organisation with strong operational, cultural and strategic bonds right across the business.

We work in crowds regardless of seniority, longevity or role to build networks with our colleagues and with many stakeholders outside the business.

Crowdocratic

Given the complexity making the right decisions is often very difficult. So we use a new form of decision making. It’s called Crowdocracy.

It integrates the views of everyone, promotes engagement and alignment and unlocks the wisdom of the crowd enabling everyone’s voice to be heard.

Rewilded

As founders we believe in the beauty of human nature. We work to create the right conditions and give people the space to grow.

With help people’s natural beauty and innate intelligence emerges. We continually evaluate what works for everyone and cultivate the company ecosystem to create a culture where people can truly flourish.

Our Philosophy

Our approach is integrated and sophisticated, rooted in physiology and neuroscience.

We work from the inside out – starting with energy and emotions – because it’s impossible to deliver real change unless you fix the core of who we are and what really drives us.

We have a map and a play book that enables us to unlock new levels of capability in leaders, teams and organisations.

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Our ‘Re-wilding’ Approach

At Complete there are twelve principles that guide all our work, we are:

Observe & Interact
Observe, sense & respond

Catch & Store Energy
Energy management

Obtain a Yield
Sprints to obtain momentum

Self-Regulation & Feedback
Build a system

Use Renewable Resources
Give space & light touch, so not to delete

No Waste
Sweet spot people, bliss

Design From Pattern to Details
Meta frame guides action, with MVP

Integrate not Segregate
15 functional networks & crowds

Small & Slow Solutions
Positive Energy Practice, practices daily

Value Diversity
Compassion for difference

Use Edges, Value the Marginal
Fossick the cutting edge

Creatively Use & Respond to Change
Cultivate change capability

The Complete Team

Our Complete team are a diverse an accomplished team driven by Compassion. We are restless, always striving to achieve meaningful change.

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What they say about us

Check out the impact we have on just a few of our client list

“Using the Complete Network Analysis showed us that the organisation was a collection of internal stakeholders who had different interests rather than taking a collective and cohesive common goal that was at the heart of our business!
We’ve managed to discover the underlying patterns of connectivity and why they are critical to understanding the organisation and how it truly works.”

CEO FMCG Company

“Lots of the conflicts and issues should never have been big problems. They were often tiny things that got out of control because they had not been discussed. Instead of taking the initiative and dealing with an issue, people complained to colleagues who were not even connected to the issue. Following the work with Complete, we’re all a lot better at addressing issues in the right way. We’ve stopped being victims and have started taking the initiative to fix what needs to be fixed and support each other.
The impact of the Complete Network Analysis and Team Journeys has been seen in greater feelings of support, the evidence of higher employee engagement and a better culture.”

Senior LeaderNordurorka

“We are now networked rather than functionally siloed. We are coherent rather than disjointed. The leadership team has made that transition very successfully and now we’re starting to see the benefits permeate through the whole organisation.”

Matt SimisterCEO, Tesco Central Europe

“Complete wasn’t offering your usual Myers-Briggs type assessment, but the more time Liz [Harrison] spent planning the work with Complete, the more excited she became, and I was convinced we’d made the right decision to go with Complete. That link up was unique and something we just didn’t find elsewhere. Complete’s work is based on solid research.”

Karen RobertsCEO, TKAT

“Using the Complete Network Analysis I discovered that the Chief Innovation Officer of the business was operating in a silo and not providing stretch to the rest of the organisation.

We also identified two key people who were providing stretch across different parts of the organisation. These two hidden influencers were not part of the traditional organisational hierarchy and as such invisible to someone looking at the organisation through the traditional organisational structure. We only realised this thanks to the Complete Network Analysis.”

Director

“I feel the progress we’ve made every day. The dynamics of the team are great, and I feel very proud of what we have achieved. We went from being a very disconnected team, with no real professional relationships, to a team who are not reliant on the leaders and step up to take ownership. To be talked about as a benchmark for others, I take a lot of pride in that.

The change in our top team is cascading throughout the business and to our millions of customers as well.”

Matt SimisterCEO, Tesco Central Europe