Tailored programs that help leaders navigate and shape the future.
We bring strategy, creativity and technology together to help leaders make decisions, carry the message, and build the capability to lead through uncertainty
The gap is not knowledge. It is practice.
Senior leaders rarely lack the theory. What they lack is somewhere to practice it — in the real decisions, with the real tensions, while the work is still moving.
Every Ludic leadership experience is built on one methodology, ART, developed with Reimagined Value, and delivered through the three Es: expertise, experience, evidence.
Three journeys
Leadership changes shape at every level. So do the programs.
Three journeys on one architecture, each built for a different moment in a leadership life.
They are adjacent rather than sequential — one builds the foundation, the next extends the range, the third moves beyond your own function. Any of them stands on its own, and run together they give an organization one leadership language across levels.
The content is built with you rather than handed to you.
The First Leadership Shift
Leading self and others
- New-manager foundations
- Role clarity and expectations
- Feedback and difficult conversations
- Psychological safety and team routines
- Delegation, prioritization and decision quality
The Advanced Leadership Shift
Leading across complexity
- Decision-making under uncertainty
- Influence without formal authority
- High-performance teaming across boundaries
- Constructive challenge and innovation habits
- Strategy-to-execution cadence
Executive and enterprise
Leading beyond your own function
- Leading for Enterprise Impact
- Executive talent and succession programs
- Female leadership programs
- Digital and AI leadership
- Senior leadership meetings and strategy design events
- Executive coaching and personal presence
The work happens in rooms like this one — and then in the weeks after, which is the part most programs leave to chance.
What a program is made of
Every journey is assembled from components chosen for the cohort, the calendar and the outcome. A short, fast, virtual journey and a multi-level program running over months are built from the same kit. The difference is which pieces, in what order, and how much of the journey sits between the set pieces rather than in them.
Capability labs
Live or virtual sessions where the cohort works a real leadership problem rather than a case study about someone else.
Learning circles
Small standing groups for structured reflection and peer challenge between the set pieces.
Peer coaching
Leaders trade perspective and hold each other to what they said they would go and try.
Executive coaching
One-to-one work on judgement, presence and the specific things a leader is finding hard.
Masterclasses
Sessions with subject-matter experts, built to be interactive rather than delivered at people.
Keynotes
A shared moment for a whole cohort, from speakers who can hold a room of several hundred.
Action learning projects
A strategic project the cohort actually owns, chosen so the learning and the result arrive together.
Business challenges
Small pods take a live business problem and come back with something the sponsor can use.
Impact sprints
Time-boxed experiments run in the flow of work, with the evidence captured as they go.
Micro-learning
Short modules and prompts sized for the gaps in a leader's actual week.
Self-paced modules
On-demand content mapped to the journey and to the individual's own goals.
Presence and voice
One-to-one work on speaking, positioning and how a leader is read by the room.
The methodology
What we build is ART
Awareness. Resilience. Transformation. One methodology underneath leadership development at every level, developed with Reimagined Value and grounded in behavioral science. It works on two things at once: the skills a leader uses, and the capacity they draw on to use them. Capability without capacity burns out. Capacity without capability drifts.
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Awareness
Leaders learn to see more clearly — noticing patterns, managing attention, reducing cognitive load and reading the wider system they are standing in. Awareness gives a leader a simple way to make sense of a situation, so the next move is clearer.
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Resilience
Leaders build the conditions to respond steadily under pressure: emotional regulation, psychological safety, a sustainable pace and a stable team. A resilient leader is the reason a team reads a hard situation as a challenge rather than a threat.
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Transformation
In complex systems big plans age quickly, and progress comes from short, rapid learning cycles: experiments, feedback loops, peer learning and applied practice in real work. What we are really building is the skill of learning faster than the world changes.
Developed with
Human-centered leadership, at the scale an organization needs
Reimagined Value brings decades of organizational and leadership experience together with a behavioral-science grounded philosophy. Their work is about how leaders see, think, relate and decide — and how they shape the conditions in which other people do their best thinking.
Between us we build a setting where leadership learning is part of the work rather than an interruption to it.
The learning philosophy
Knowing. Doing. Being.
The classroom creates insight. The work creates behavior change. Every journey needs both.
A journey leads a leader through three things: knowing — what they understand; doing — what they practice; and being — how they show up when the pressure is on.
Which is why real work is the curriculum. Live business problems, team frictions, decision bottlenecks and collaboration gaps are the material — not a tidy example from another industry.
- Leadership identity before tools. Participants get clear on the role they are actually occupying before they pick up a technique.
- Reflection plus action. Every learning moment ends in one visible behavior to go and test at work.
- Peer learning and social accountability. Cohorts learn through shared cases, structured reflection and commitments made to each other.
- Behavior change over content consumption. Success is what leaders practice and shift, not what they completed.
- Grounded in science and practice. Leadership theory, cognitive science, motivation research, complexity science and adult development.
How we deliver
Expertise. Experience. Evidence.
Plenty of firms have a point of view on leadership. Fewer create experiences people remember — and fewer still can show what changed because of them.
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Expertise
Deep expertise in leadership, strategy, people engagement and communications — built over two decades with the world’s leading organisations and academic faculties.
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Experience
We are deeply experienced, and the experience we create is the difference. Our events, SmartLab platform, methodology and creative studio engage people, not just inform them.
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Evidence
SmartLab already shows what our work moves. SmartLab Sensemaker takes it further — reading a program's own data for movement rather than attendance, and turning that into a read on impact and return a board can act on.
Evidence and ROI
Real results, not vanity metrics
Attendance and satisfaction tell you a program ran. They tell you nothing about whether your leaders lead any differently afterwards, or what that was worth to the business. Those are the questions we design a program to answer — so they are the ones we measure.
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Measured on delivered work
How much of a cohort actually takes part, and how consistently the same program runs across regions.
- engagement across our learning programs, read from activity rather than from a survey
- 98%
- countries delivered, across every region globally, on one architecture
- 60+
SmartLab Sensemaker
The tool that does the measuring. Sensemaker reads what a program itself generates rather than a survey bolted onto the end of it, separates movement from noise, shows where capability actually shifted, and turns that into a read on impact and return a board can act on. Reportable from week one.
Program data
Everything the journey generates
- Attendance and completion
- Activity and participation
- Module ratings and response rates
- Session, resource and discussion use
Signal vs noise
What is movement and what is noise
- Patterns across a cohort
- Trends over the length of a journey
- Outliers worth a conversation
- One cohort measured against another
Capability shift
Before and after, per leader and per cohort
- Skill-confidence assessments and pulse checks
- Leadership judgement and decision quality
- Behavior signals from the workplace
- Trust, accountability and team health
Impact & ROI
A read a board can act on
- Behavior change set against business outcomes
- Progress on the priorities that matter
- Longevity, revisited at a year
- In the scorecard language you already use
Faculty and delivery
Global architecture. Local relevance.
The architecture, the leadership narrative, the facilitator guides, the participant materials and the measures stay global. The examples, the language, the facilitation and the application are local. That is what lets one program land in Frankfurt, São Paulo and Singapore without quietly becoming three programs.
Regional nuance
Facilitators based in Europe, the Americas and APAC who understand the business cultures a cohort actually works in.
Sector depth
Practitioners who speak the language of your industry and recognize its leadership problems on sight.
Delivery dynamics
Facilitators matched to the seniority and the energy of the cohort, chosen during design rather than allocated from a rota.
Cross-regional cohorts
On senior programs we mix regions deliberately, so leaders meet the organization's real complexity as part of the learning rather than after it.
Same architecture in every region. A different facilitator in every room.
Leadership work we have delivered
All case studies-
Dynamic face-to-face event experience to galvanize support around a future vision for a leading global retailer
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Learning
Executive innovation program
Building an innovation-focused leadership team and culture through immersive learning for executives
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A learning fair to secure strategic buy-in from over 950 employees
We have delivered sustainable growth for these organizations
We work closely with eminent faculties and leading-edge thinkers from world-renowned academic institutions
Delivered with
SmartLab is the award-winning digital experience platform that enables collaboration and alignment through learning, engagement, resources, discussion and insight.
Conversation starters
The thinking behind the work
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The Curious Advantage
The bestselling book by Paul Ashcroft, Simon Brown and Garrick Jones — the case for curiosity as the greatest driver of value in the digital age.
Read more about The Curious Advantage -
Digital Humans
Paul Ashcroft and Garrick Jones on turning organizations into agile, human-centric digital enterprises, drawing on complexity theory and anthropology.
Read more about Digital Humans -
The Curious Advantage Podcast
100+ conversations with leaders and thinkers on curiosity, change and the future of work.
Read more about The Curious Advantage Podcast