Fulfilling Role Programmes – In a nutshell

What changes — Your team works better together, with shared methods and a consistent way of talking about the work. They grow their own capability, and they grow the organisation’s — by improving the ways the work gets done.

What you get — The full set of competencies the role requires — reviewed and prioritised, then anchored in your goals, values and ways of working. Monthly facilitator-led workshops for eight or more people in similar or role-adjacent roles, facilitated practice in between, optional self-led courses and their competency measured again at the end.

Time involved — Five and a half hours a month for each person. Some months there’s a full day onsite. Excludes optional self-led courses.

What it costs — $11,510 to $42,600 depending on the programme and its length. Team Leader is $18,805 for up to 14 people. (Prices exclude GST.)

Six standalone, aligned programmes, one for each kind of role.

Each programme is built for a team of eight or more people doing similar roles, so they learn the same things at the same time, putting them to work together.

For your team members and specialists. The people doing the work your organisation exists to do.

They’ll develop:

• Self-leadership
• Role alignment
• Clear communication
• Collaborative approaches
• Improving how work gets done

Master your role. Lead yourself effectively. Build the foundational skills every capable team member needs.

Typical duration: 3 months

For your 2ICs, project leaders and the people you can see are ready for more. Preparing to lead, before they are asked to.

They’ll develop:

• A leadership mindset
• Influencing skills
• Guiding others
• Facilitating collaboration
• Spotting what gets in the way

Understand what leadership is. Build influence. Prepare to step into leadership with confidence.

Typical duration: 4 months

For your team leaders and supervisors. The people leading the day-to-day work of a team.

They’ll develop:

• Assigning work effectively
• Providing useful feedback
• Growing team capability
• Facilitating teamwork
• Removing obstacles for the team
• Managing priorities and costs

Achieve results through and with others. Develop a capable team. Lead day-to-day with confidence and skill.

Typical duration: 5 months

For your unit managers across operations, sales, finance and the rest. The people carrying financial, systems and employment responsibility.

They’ll develop:

• People leadership
• Facilitating teamwork across the unit
• Financial management
• Systems improvement
• Change implementation
• Employment decisions

Grow your unit’s contribution. Implement strategy. Lead a mix of team leaders and team members effectively.

Typical duration: 6 months

For your divisional leaders. The people leading several units, through the unit leaders who run them.

They’ll develop:

• Strategy development
• Leading through leaders
• Achieving results across units
• Making units work well together
• Removing organisational barriers
• Seeing a situation from more than one angle

Develop strategy and synergy. Lead multiple units through capable unit leaders. Achieve strong divisional results.

Typical duration: 8 months

For your CEO, GM, MD or business owner, and the organisational leadership team around them. The people accountable for the whole.

They’ll develop:

• Business model maximisation and evolution
• Organisational strategy, design and leadership
• Systems thinking
• Leading through divisional leaders
• Growing a leadership team that works well together
• Working with a board

Lead the entire organisation. Create the conditions for organisational success. Ensure ongoing longevity and flourishing. Work effectively with your board.

Typical duration: 10 months

Our Fulfilling Role Programmes combine our deep organisational expertise with proven learning approaches to create lasting change.

People in your organisation aren’t just executing tasks. They’re capable of seeing what’s not working and making it better. But they need to know how to do this.

Our programmes teach people to:

✓ Spot what’s not working – Recognise when processes, systems, or ways of working are creating problems or could be better

✓ Understand why – See the underlying causes, not just symptoms

✓ Make it better – Use the leverage their role gives them to improve conditions

✓ Enable others – Create conditions where colleagues can succeed

• Team Members improve processes, help colleagues, and contribute to better ways of working.
• Emerging Leaders build the influence to improve the ways of working around them
• Team Leaders remove obstacles, provide clarity, and create conditions where their team can deliver
• Unit Leaders design effective systems, allocate resources well, implement changes and interpret organisational priorities for their team
• Divisional Leaders create alignment, implement and contribute to strategy, remove organisational barriers, and enable their units to work together effectively
• Organisational Leaders model and communicate desired organisational behaviour and direction, design strategies, structures and systems that create the conditions for organisational success and longevity

Everyone becomes a cultivator of better conditions,
not just an adapter to existing ones.

An individual learning, grows a capable individual. A team learning together, grows a team that works better.

✓ Shared language. The same terminology and concepts across the team. Conversations get shorter, because nobody is translating.
✓ Shared approaches. The same frameworks and methods, so problems get worked the same way whoever is holding them.
✓ Cross learning. People learn as much from each other’s situations as from the facilitator. One person’s challenge this month may be someone else’s next month.
✓ Relationships. Months of learning alongside each other builds trust that outlasts the programme, and it reaches across parts of the organisation that may rarely meet.
✓ Organisational understanding. We connect the learning to your goals, strategies and ways of working, so people understand how your organisation works so they can work in the same direction.

This is organisational capability growing, not just individual development.

We meet you where you are, and equip your people for the impact their roles are there to have.

What’s included in Fulfilling Role Programmes?

Their competency reviews

Reviewed at the start, so the programme focuses on what your people need most. Reviewed again at the end, with a report on what moved.

Facilitator-led workshops

One a month, with their cohort together. This is where the competencies their role requires get worked through — on the real situations your people are managing.

Their programme modules

Everything from their workshops is in the Hub. They can prepare before one, go back over it afterwards, and return to it as often as they like while they are putting it into practice. Some people want it once, some want it several times. It is there either way, and it is still there weeks later when something comes up at work.

Self-led learning

More they can choose to learn, whenever they want it. Related skills that sit alongside what they are working on in the workshops, or something wider they would like to pick up. Their choice, at their own pace.

Monthly Q&A and practice sessions

A facilitated 90 minutes between each workshop. Whatever has come up in applying the last workshop or self-led learning gets worked through, and the team goes deeper into how the techniques apply in their own day-to-day situations. It also keeps the momentum going between workshops.

Their cohort

The people they learn with. Teamwork grows — shared methods, a collective way of talking about the work, and relationships that reach across the organisation. What one person is working through this month may be what someone else meets next.

Their manager learns too

Managers get their own access to the same methods and the same language their people are learning. That is how the terminology reaches past the cohort, how the learning gets connected to what your organisation is trying to do, and how the conditions around each person come to support what they are practising.

Discounts on other Equip L&D services

A programme grows a team, and sometimes one person may need something individual alongside it — coaching, a WorkStyle profile.  Access one-on-one coaching, WorkStyle profiles, additional workshops and more at 10–15% off, throughout the programme.

This is how a programme typically runs. We can shape it with you so it fits the rhythm of your workplace.

The structure is already built. We refine it with you, so it connects to your goals, reflects your values and ways of working, and fits your operating rhythm.

Flexible delivery options:

Blended Combination of online and onsite for the best of both approaches

Online Fully online delivery for distributed teams or flexible learning

Onsite Facilitated sessions at your location for deeper connection and focus

What we refine with you:

• Shape the content around your goals and what your people need most
•  Anchor the learning in your values and your ways of working, so it fits how you operate
•  Work through real situations from your organisation, brought by the people in the room
•  Adjust timeframes to suit your operational cycles
•  Brand the programme with your organisation’s look and feel

Programme options:

Standard Programme All four pillars. Self-directed learning, facilitator guidance and peer practice for your people. Their managers get access to the programme, so they can see what their people are working on and when.

Enhanced Programme Everything in the standard programme, plus facilitated guidance and training for the managers themselves.  Managers can then work on connecting the programme to your goals and priorities, supporting the learning while it’s happening, and coaching for it back at work. The full alignment piece.

Programme Investment

Here are the programme prices and maximum number of people per standard programme.
Also please see below for options to change online sessions to onsite.

Each programme includes

• A competency review for every participant before the programme starts and again at the end, with a report on what moved.
• A planning session with you before anything begins, where we refine the programme around your goals, values and ways of working, and set the schedule around your rhythm of work.
• A kickoff workshop, always a full day onsite.
• One facilitator-led workshop every month, so the rhythm never changes. Only the length and the place vary — some are full days onsite, the rest half days online.
• A 90 minute facilitated Q&A and practice session between each workshop.
• Equip Learning Hub access for every participant, for the length of the programme. Their programme modules, their self-led learning and their competency assessment all live there.
• Hub access for their manager too, so managers are learning the same methods and the same language, and can connect it to what your organisation is working towards.
• A folder and first workbook for each person, brought to the kickoff.
• Programme debriefs with you, so you hear how it is going and what we are noticing along the way.

Online to Onsite workshops –  to change an online workshop to onsite $350+ GST per workshop in Auckland.  Excludes venue and catering costs.  Additional travel costs outside of Auckland apply.
Printed workbooks – excluding first kickoff workshop, $15 per person, per workshop.

Enhanced programme — managers are developed alongside their people. They have a facilitated session every month where we work through their questions, keep them across how the programme is tracking, and show them specific ways to support their people’s learning. Add 25% to the programme price.

Fewer than 8 people?

There are three options that may work for you and your team:

Role-adjacent programme

Six team leaders and four unit leaders is a cohort of ten. Two role-adjacent teams can run as one Fulfilling Role Programme, anchored in your goals, values and ways of working.

A group who need the essentials

The Business Management Essentials Series covers the core competencies as ready-to-go courses. Two courses for team members, five for team leaders, six for unit leaders. Choose what you need and start now.  This can be a more cost-effective approach for smaller sized groups.

One person, or a few

Someone you want to grow, or a few people who each need something different. The Equip Greenhouse is an individual membership: a year of facilitator-led courses, practice sessions and community, with a group rate for three to seven people from one organisation.

Want it built from the ground up?

A Fulfilling Role Programme is our structure, anchored in your goals, your values and your ways of working.

Some organisations want to go further — learning built from their own processes, their own reports, their own tools and their own language, so people are learning inside the systems they use every day.

That is Co-create. We build it with you from the ground up. It takes longer and it costs more, and for the right situation it is worth both.