What was missing?

Orgvue had already taken an important step by defining the behaviours it wanted to see across the organisation. 

However, the next challenge was translating those behaviours into consistent management practice. 

The gap was not around intent, as managers understood the importance of the behaviours model, but there was variation in how confidently and consistently those behaviours were being applied day to day. 

Actuate’s initial work highlighted several key themes: 

• Inconsistent leadership behaviours 
• Variation in management confidence 
• Gaps between the desired culture and the lived experience of managers 
• Previous learning that had not fully landed 
• A need for simplicity, clarity and real-world application 
• Opportunities to strengthen communication, accountability and feedback 
• A need to connect behavioural change to commercial outcomes 

Previous work around the Action Cycle had resonated with managers. However, other learning had not fully connected because it was seen as overly complex, academic or disconnected from the real challenges managers were facing. 

Orgvue needed a practical way to help managers understand what great management looked like in their context and how to apply it consistently. 

The opportunity was to close the gap between the leadership culture Orgvue wanted and the behaviours managers were experiencing in everyday work. 

What was the Solution?

Actuate designed a behaviour-change system that placed Orgvue’s behaviours model at the centre of management development. 

The programme was not built as a one-off training intervention. It was designed as a bespoke, structured journey that would help managers understand, practise, embed and sustain new behaviours over time. 

The solution focused on helping managers develop the confidence and capability to: 

• Lead with greater clarity and consistency 
• Build high-trust, high-performance teams 
• Create psychological safety 
• Strengthen accountability and ownership 
• Delegate clearly and effectively 
• Manage upwards with confidence 
• Navigate boundaries, authority and decision-making 
• Give feedback well 
• Handle difficult conversations 
• Collaborate without guilt, confusion or unclear expectations 
• Lead with greater commercial awareness 
• Apply the Action Cycle in real situations 

The Orgvue behaviours model became the spine of the programme, connecting every session, coaching conversation and behavioural commitment. 

This gave managers a shared language for leadership and a clear standard for what effective management should look like across the business. 

How did we make it happen?

Actuate began by establishing a clear baseline of leadership and management capability. 

This included: psychometric diagnostics, behavioural insight, leadership capability assessment, a review of the existing behaviours model and an exploration of manager confidence, identification of blockers, motivations and blind spots 

The purpose was to understand how managers were currently operating, not simply how they were expected to operate. 

By combining psychometric insight, behavioural diagnostics and feedforward coaching, Actuate created a more personalised view of each manager’s development needs. This helped identify where confidence was strong, where it dropped and where specific behaviours needed to be strengthened. 

From there, Actuate designed a launch, learn, embed, transform model.

The programme was deliberately designed around short, sharp and sustained interventions, rather than long training days with limited retention. 

Each module focused on practical application and ended with clear actions, behavioural commitments and measurable outputs - embedding the change was a core part of the design. 

To ensure the programme became part of the culture, Actuate built in: 

• Feedforward coaching circles 
• Reflection and action sheets 
• Real scenario practice 
• SLT alignment sessions 
• Visual toolkits 
• Behaviour check-ins 
• A central resource hub 
• Quarterly reinforcement workshops 
• Internal case studies 

This ensured the work did not remain theoretical. Managers were supported to apply the learning in live situations, reflect on what changed and build new habits over time. 

The Result

The programme created a practical leadership system for Orgvue, helping managers bring the organisation’s desired behaviours to life with greater confidence, consistency and commercial focus. 

It supported managers to build stronger capability in: 

Communication, accountability, feedback, delegation, collaboration, managing upwards, commercial awareness, behavioural consistency, leading high-performance teams, creating trust and psychological safety 

ROI for Orgvue sat at the centre of the programme. As it was specifically designed to track improvement across areas including: 

• Capability uplift 
• Manager confidence 
• Team engagement and sentiment 
• Reduction in escalations 
• Cross-functional collaboration 
• Productivity 
• Pace 
• Quality improvements 
• Retention and performance of key talent 

This helped connect leadership development directly to business impact. 

Rather than delivering learning in isolation, the programme gave Orgvue a practical way to embed its behaviours model into the everyday actions, decisions and conversations of its managers. 

It helped turn a defined culture into a lived culture.