Glossary

1. Systemic Approach

A holistic method of working across all levels of an organisation—individuals, teams, and leadership to address root causes of performance issues. It aims to align strategy, values, behaviours, and culture so changes are sustainable, not just surface-level.
Example: Instead of just coaching a struggling manager, the systemic approach would also explore team dynamics and organisational pressures contributing to that struggle.

2. Coaching & Mentoring

A personalised development process helping individuals tap into their potential, increase self-awareness, and overcome obstacles. Coaching focuses on unlocking internal resources, while mentoring may offer guidance from experience.
Use Case: Supporting new leaders to find their voice, navigate difficult decisions, or manage complex team challenges.

3. Facilitation

The guided support of group dialogue and decision-making. Skilled facilitators help teams tackle difficult conversations, align on values, and co-create solutions in a psychologically safe space.
Impact: Brings clarity, builds trust, and ensures all voices are heard, especially useful in conflict resolution or strategic planning sessions.

4. Workshops & Training

Structured learning environments focused on developing practical skills and mindsets, like resilience, communication, or feedback culture. Sessions are interactive and grounded in real-world challenges.
Example: A “Skilful Conversations” workshop might include role-plays, real-time feedback, and group reflection.

5. Consulting

Strategic advisory services focused on organisational culture, leadership capability, and team performance. Consultants partner with organisations to diagnose issues, offer solutions, and help lead change.
Scope: Ranges from designing change programmes to advising on leadership development pathways.

6. Personality Profiling

A tool for building self-awareness and team cohesion. These assessments (e.g. Insights Discovery) highlight behavioural preferences, helping people understand how they work and communicate.
Team Benefit: Enhances collaboration by reducing misunderstandings and encouraging appreciation of differences.

7. The Three C’s: Clarity, Connection, Collective Intelligence

A framework at the heart of Performance Catalyst’s methodology:

Clarity: Understanding where you are, where you want to go, and what might be in the way.
Connection: Building strong, trust-based relationships that support high performance and well-being.
Collective Intelligence: Tapping into the wisdom and strengths of the group to solve complex problems.

8. Transforming Leaders

A leadership development journey that builds core competencies needed for modern, inclusive leadership. It’s not about theory, it’s experiential, reflective, and practical.
Themes Include:

Catalytic Communication: Speaking and listening in ways that transform teams and drive change.
Psychological Safety: Creating space where people feel safe to challenge, fail, and grow.
Leading Through Change: Managing uncertainty with calm, adaptability, and vision.
Accountability with Care: Driving results without sacrificing empathy or connection.

9. Six-Step Transformation Framework

An evidence-based sequence of steps used to guide team or organisational transformation:

Diagnosis: Understand current state.
Vision: Clarify desired future.
Engagement: Gain buy-in from key stakeholders.
Skills & Mindsets: Build capabilities through training and coaching.
Practice: Apply learning in real scenarios.
Sustain: Ensure momentum with support structures.

10. Skilful Conversations

Training and practice in advanced communication skills—particularly active listening, open questioning, and feedback. Based on principles from elite performance (e.g., sports and high-stakes teams).
Why It Matters: Good conversations unlock team creativity, reduce conflict, and speed up decision-making.

11. Psychological Safety

A team culture where individuals feel safe to take risks, speak up, and be vulnerable without fear of embarrassment or punishment.
Business Impact: High psychological safety leads to greater innovation, learning, and engagement.

12. Catalyst

A metaphor at the heart of the brand, Performance Catalyst acts as an agent of change, accelerating transformation while staying embedded in the system rather than standing outside it.
Their Role: Not to “fix” but to activate, challenge, and unlock potential already within the system.

13. Resilience

The ability to sustain energy, focus, and creativity under pressure. Often developed through self-awareness, mindset work, and emotional regulation practices.

Why It’s Essential: Today’s leaders face high complexity, and resilience keeps performance strong over time.