The honest conversation your team in not having with you
You already know that annual surveys give you averages, not answers. Town halls produce polished questions, not real ones. And one-to-ones — however well-intentioned — are still conversations between someone and their manager.
The result? Leaders make decisions based on filtered feedback. Culture issues stay hidden until they become crises. High performers quietly disengage. And the gap between how leadership thinks things are going and how people are actually experiencing their work quietly grows.
The problem isn’t that your people don’t have important things to say. It’s that nobody has created the right conditions for them to say it.
What The Ripple for Organisations involves
I come into your organisation as a skilled, entirely impartial outsider. I conduct one-to-one conversations with a selected group of your people — guided by the same approach I’ve developed across more than 65 interviews and 1,800 hours of coaching.
Each conversation explores three things: who the person is being in their role, what they are doing day to day, and the impact — positive and negative — that ripples outward from both. These aren’t performance reviews. They’re genuine conversations, held in confidence, that give people the rare experience of being truly listened to.
What emerges is a picture of your organisation’s culture, communication and leadership that no survey could produce. The kind of insight that allows you to act early, lead better, and build a team that genuinely thrives.
How it works
1
The Discovery Call
We speak for 30 minutes about your organisation, what you’re trying to understand, and who the right people to speak with might be. No obligation — just a conversation to see whether The Ripple is the right fit.
2
The Interviews
I conduct confidential one-to-one conversations with your selected team members. Sessions typically last 45–60 minutes each and can be held in person or remotely. Participants are briefed in advance that the process is impartial and that their responses will be anonymised.
3
The Insights Report
You receive a clear, thoughtful written report drawing out the key themes, patterns and opportunities that emerged across the conversations. This is not a list of complaints — it is a genuine portrait of your team’s experience, delivered with the care and nuance it deserves.
Why this works- and why Rob
Most listening exercises fail because the person asking the questions hasn’t been trained to create the conditions for honest answers. I have.
As a Co-Active Life Coach certified by the International Coaching Federation, with over 1,800 hours of one-to-one coaching experience, I’ve spent years learning how to ask the question nobody else asks and hold the silence that follows it.
The Ripple interview series — now over 65 conversations with members of the public — began as an experiment in exactly this: what happens when an ordinary person is given the rare experience of being genuinely listened to? The answer, consistently, is that they say something they’ve never said before. Something true.
That is what I bring into your organisation.